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<img height="40" src="" width="100" alt="" />
After months of negotiations with employers, ICEM affiliate Chemical Industries Employees&rsquo; Union (CIEU) of Singapore has signed a fair employment practices contract with 20 chemical companies operating in the nation-city. The pact covers 1,700 workers, and came under the auspices of Singapore&rsquo;s Tripartite Alliance for Fair Employment Practices, formed in 2006. 
 
The agreement guarantees equal opportunities for workers regarding recruitment, job allocation, and career advancement. Perhaps the single most achievement of the pact is that it guarantees employment enhancement for older workers, age 50 and above, an age range in which 20% of the 1,700 workers fall. 
<img height="115" src="" width="250" alt="" />
&ldquo;CIEU is confident that the 20 companies will translate their commitments to fair employment practices into action when it comes to fair hiring and in-employment practices,&rdquo; stated Sister Cham Hui Fong, CIEU&rsquo;s Executive Secretary. &ldquo;We believe this is both a pro-worker and pro-business initiative.&rdquo; 
 
The union highlights the fact that a worker who is treated fairly is better motivated to contribute to the success of the company. 
 
Representatives of the companies and CIEU held a ceremony over the agreement at Singapore&rsquo;s National Trade Union Congress on 24 October. Some of the 20 chemical companies signatory to the pact include: Aventis Pharmaceutical Manufacturing, Eastman Chemicals of Singapore, FujiFilm/Hunt Chemicals, Glaxo Wellcome, and Total Pharmaceuticals.

Chemical Workers’ Union of Singapore Signs Pact with 20 Firms

<img height="40" src="" width="100" alt="" />
The ICEM affiliate, Oil and Gas Workers&rsquo; Union of Azerbaijan (AzOGWU), came to terms over a historic social development contract, covering 65,000 workers of the State Oil Company of Azerbaijan (SOCAR). 
 
Announcement of the pact came at AzOGWU&rsquo;s Third Ordinary Congress in Baku on 2 November, by the union&rsquo;s president, Jahangir Aiyev, and Socar President, R&ouml;vneq Abdullayev. The agreement amounts to a detailed social plan for all departments, sections, and workplaces of SOCAR. It also comes immediately after sizeable wage gains and working conditions were negotiated. 
<img height="100" src="" width="100" alt="" />
Foremost to the social plan is a SOCAR commitment to provide free of charge housing to 6,000 employees between now and 2010. Assurances of health and safety upgrades is part of the social development plan. Employees in all departments will also realise better transportation allowances, and safer and more modern sea transportation to offshore worksites. The social plan also spells out better catering, creation of sports and cultural centres, and other amenities for workers. 
 
AzOGWU&rsquo;s Congress, attended by 250 delegates, re-elected Jahangir Aiyev as President, and Fetullah Mustafayev as Vice President. Special guests at the Congress included Lev Mironov, ICEM Vice President and President of the Russian Oil and Gas Workers Union (ROGWU); Ivan Mochnachuk, also an ICEM Vice President and President of the Russian Independent Coal Employees&rsquo; Union; Mustafa &Ouml;ztaskin, President of Turkey&rsquo;s Petrol-Iş; and Kemal &Ouml;zkan, ICEM&rsquo;s Chemicals and Rubber Industries Officer.

Azeri Oil and Gas Workers’ Union Achieves Historic Pact with SOCAR

<img height="40" alt="" src="" width="100" />
The 4th ICEM World Congress begins this Thursday, 22 November, and participants and others can find Congress information on a special sub-section of the ICEM website. Through <a href="/congress">www.icem.org/congress</a>, you will find all background information, including several Congress documents, as well as practical information on the venue, the Queen Sirikit Convention Center, Bangkok, Thailand. 
<img height="126" alt="" src="" width="100" />
The week-long set of meetings around the Congress, which runs 22-24 November, actually began this past weekend. A two-day Women&rsquo;s Conference was held 17-18 November, and a Contract and Agency Labour Conference will run on Wednesday, 21 November. 
 
In addition, a special meeting of the ICEM&rsquo;s Pulp and Paper Sector will occur, also on 21 November. 
 
During the Congress, this web-page will also be the place to look for updates and news on the Congress.

ICEM Website Set for GUF’s World Congress

The 20-million-member International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) is lending its support to the Government Pharmaceutical Organisation Local Union (GPOLU), and its allies, in calling for defeat of draft legislation that would, effectively, privatise Thailand&rsquo;s pharmaceutical drug industry. 
The ICEM is in full support of a manifestation on Monday, November 12, at the Ministry of Public Health in Nonthaburi. That rally, beginning at 13h00, is being organised by GPOLU, the Confederation of State Enterprise Unions (SERC), and allied consumer and civil society organisations. The ICEM encourages Thai citizens to attend. 
<img height="255" alt="" src="" width="300" />&nbsp;
Rawai Pupaga, GPOLU President and 
Chairman&nbsp;of the ICEM Thai Labour Committee
&ldquo;We lend the name of the global trade union for all chemical and pharmaceutical workers to defeat this bill,&rdquo; said ICEM General Secretary Manfred Warda. &ldquo;We believe that removing the government as a provider of essential health needs, in any form, is a recipe for higher costs, with a bigger portion of the population going without adequate health care.&rdquo; 
In a letter to be read at the manifestation, the ICEM pledged to stand with the GPOLU as they &ldquo;prevail upon current government ministers and lawmakers &hellip; that government procurement of pharmaceuticals, first and foremost, must benefit Thailand&rsquo;s citizens.&rdquo; 
 
The ICEM, representing 384 trade unions in 118 countries, will be holding its 4th Congress, 22-24 November, at the Queen Sirikit Convention Center in Bangkok. Some 880 trade union leaders from national unions representing workers in the oil, gas, mining, chemicals, pharmaceutical, and processed industries such as pulp, paper, cement, rubber, glass industries will attend the ICEM&rsquo;s quadrennial Congress.

Global Union Federation, ICEM, Calls for Defeat of Thai Public Health Amendments

Global Solidarity 
A newsletter for unionised Goodyear workers world-wide
 
Global Network Links Workers across Borders 
 
When more than 100 labor leaders and trade union representatives from 16 countries gathered in Cleveland, Ohio in March 1999, they decided to form a global network for Goodyear workers around the world. The goal was to open lines of communication worldwide and to share information of mutual interest. 
 
Publishing Global Solidarity is one facet in the creation of a network that builds international worker solidarity within a multinational corporation. With the continuing consolidation of the world tire industry, workers need a united global front to address common problems. 
 
The Cleveland conference and the establishment of a global network was a direct result of an agenda established during an ICEM rubber industry conference held in Kuala Lumpur, Malaysia in June 1998. 
 
The delegates at the Cleveland conference elected a network steering committee comprised of Richard Davis (United Steelworkers of America), chairman; Yoshihiko Sawada (Gomo Rengo, Japan); Bill Holmes (Manufacturing Science &amp; Finance, U.K.); Carlos Antonio da Silva (Frente Unica de Borracha, Brazil); Thabang Nchele (National Union of Metalworkers, South Africa); and Peter Schmitt, (ICEM). 
 
The Steering Committee met in Pittsburgh, Pennsylvania on January 25, 2000 to set the network&rsquo;s direction. Among other things, the network held an initial meeting with senior Goodyear executives and proposed that a joint agreement on health and safety be negotiated. 
 
 
U.S. Steelworkers Win Contract Improvements 
 
On November 15, 2000, the Goodyear/Kelly Springfield/Dunlop Policy Committee of the United Steelworkers of America announced member ratification of changes to the Master Contract. The contract improvements are consistent with the industry pattern agreement established in the 2000 Bridgestone negotiations. 
 
Union workers at Goodyear and subsidiary plants in the U.S. will receive wage, cost-of-living and pension increases as well as language improvements in several areas, including preferential hiring and outside contracting. The agreement covers 12,000 employees at nine Goodyear locations, 5,700 workers at three Kelly plants and 2,600 workers at two Dunlop facilities. 
 
Negotiations between Goodyear and the Steelworkers began in March. Re-opener discussions were suspended March 10, about a month after the Steelworkers chose Bridgestone as its target company for pattern bargaining. When negotiations between Bridgestone/Firestone and the union concluded successfully in September, talks between the Steelworkers and Goodyear resumed. 
 
 
Asia/Pacific Unions Hold Regional Conference 
 
The ICEM hosted the Asia/Pacific Goodyear Network Workshop in Kuala Lumpur, Malaysia on July 25-26, 2000. The workshop resulted from actions taken at the ICEM World Rubber Conference of June 1998 and the ICEM-USWA Goodyear World Conference of March 1999, which directed Goodyear steering committees in all regions to conduct sessions. 
 
Yoshihiko Sawada, president of the Japanese Rubber Workers Union Confederation (Gomu Rengo, Japan) chaired the workshop that included 18 participants from five countries. Participants also came from SP KEP Goodyear Union, Indonesia; National Union of Workers, Australia; National Union of Employees in Companies Manufacturing Rubber Products, Malaysia; Centre of Indian Trade Unions; as well as ICEM-JAF and the ICEM. 
 
In addition to developing ways to network and communicate better, work groups discussed issues such as industrial health and safety, occupational diseases, and training and education programs. 
 
 
Goodyear Pushes to Bust Union in Colombia 
 
Despite extensive efforts over the past months to work with the company to reduce production costs at the Santiago de Cali plant, Goodyear management in Colombia is engaged in a blatant effort to undermine its collective bargaining relationship with the tire workers union SINTRAINCAPLA. 
 
The company unilaterally violated the union contract by hiring temporary workers in the production and maintenance departments. The collective bargaining agreement explicitly prohibits the use of temporary or contract workers unless the company and union agree. 
 
Workers at the plant have already accepted a number of concessions pursuant to collective bargaining negotiations with management aimed at saving jobs and keeping the plant open. 
 
 
Canadian Workers Reject Company Proposal 
 
Members of a Salaberry-De-Valleyfield, Quebec union, already on strike for six months, rejected a five-year contract proposal from Goodyear on November 15. Wage and job security issues were the reasons that members of Steelworker Local 919 overwhelmingly rejected the offer. The 76-member local, mainly office and technical workers at Goodyear&rsquo;s Valleyfield passenger radial facility, have been on strike since April 27, 2000. 
 
Local members have been working without a contract since July 1996. The union and the company have fought within Quebec&rsquo;s labor department over alleged exclusion of certain jobs from unionization. Initially the local was prevented by provincial law from striking, but regained that right earlier this year. 
 
The exclusion of jobs from bargaining units has continued to be an issue during the negotiations. Management&rsquo;s desire to turn union into non-union work, continued layoffs of Local 919 members, and increased use of subcontracting has reduced union employment by about 40% over the past decade. The Communications, Energy &amp; Paperwork Union represent production and maintenance workers at the plant. 
 
 
Indonesian Union Makes Proposal to Company 
 
In November, the SP.KEP Goodyear Indonesia (Chemical, Energy and Mine Workers Union at Goodyear Indonesia) 
 
initiated negotiations with PT. Goodyear Indonesia Tbk. The union is looking to improve wages, working condition and safety for its members. 
 
 
Goodyear Reneges on UK Union Agreement 
 
The company has mounted a major attack on two ICEM-affiliated unions in the United Kingdom. The Transport and General Workers Union and the MSF are battling to protect its members&rsquo; terms and conditions of employment as well as their ability to effectively represent membership. 
 
Goodyear has already announced layoffs (redundancies) of 540 workers at its Wolverhampton facility. More troubling is the way the company is handling the matter. In addition to the redundancy notice, the company has delivered 90 days notice that it is unilaterally canceling the long established employment security and severance payment agreement. 
 
ICEM General Secretary Fred Higgs and Goodyear Network chairman Dick Davis have urged the company to honor its commitments. 
 
The agreement, first signed in 1985, was revised and renegotiated as recently as October 1999. In September 2000, a Goodyear senior vice president promised the workers at Wolverhampton that the company would honor all existing agreements, including the Security of Employment Agreement. 
 
 
Operating Engineers Ratify Contract 
 
Striking workers at Goodyear&rsquo;s chemical plant in Houston, Texas overwhelmingly ratified a new contract in mid-December. The new agreement provides pension improvements and a first-year lump sum wage increase. 
 
Union solidarity was key in fighting Goodyear&rsquo;s demand for concessions on seniority rights, contracting out, health benefit cuts and wage reductions. Members of Local 347 of the International Union of Operating Engineers walked out on October 10 after rejecting the company&rsquo;s proposed new agreement. 
 
International unions representing Goodyear workers in France, Germany, Guatemala, Argentina, Brazil, Chile, Peru, Colombia, Australia and the U.S. registered protests with the company and lent support to Local 347. 
 
In early November, the workers rejected by a 2-to-1 margin another company offer that called for contracting out 139 jobs or across-the-board pay cuts. Wages would have automatically been cut by 33%, health care cost would have increased and a number of jobs would have been phased out over a two-year period. 
 
The settlement covers 350 workers at a plant that manufactures emulsion styrene butadiene rubber, a material used in tire production. 
 
 
Anti-Union Tactics in Guatemala 
 
The ICEM reported last year that Goodyear has targeted workers in Guatemala with anti-union practices. Forty-eight production employees, members of STGINSA, at the Guatemala City plant were fired without just cause and two executive committee members of the union were suspended. 
 
The union said the action breaches the collective bargaining agreement, the labor laws of the country and the international labor conventions ratified by the government of Guatemala. Ron Hoover, USWA Goodyear Coordinator in the U.S. urged the company to &ldquo;take the necessary steps to restore the proper integrity to the collective bargaining process (in Guatemala) and protect the company&rsquo;s &ldquo;Good Name.&rdquo; 
 
 
European Unions Stand Up for Goodyear Workers 
 
The IGBCE of Germany and the FCE-CFDT of France have recently written support letters on behalf of Goodyear workers in Wolverhampton, UK, Houston, U.S. and Colombia, South America. The letters were written to Goodyear Chairman and Chief Executive Officer Samir Gibara. 
 
Both letters proclaimed support for the Houston workers&rsquo; fight for a new contract and condemned Goodyear&rsquo;s management for undermining negotiations in Colombia, as well as terminating a job security agreement in the U.K. 
 
IGBCE president Hubertus Schmoldt also cited serious problems with Goodyear at its Philippsburg, Germany factory. Schmoldt criticized the company for trying to wreck the collective agreement and for not reinvesting in the facility. 
 
Both unions appealed to the company to take a civilized approach of discussing and negotiating changes with both the workers and their unions. 
 
 
ICEM &amp; FUTINAL Host International Conference 
 
Leaders of 25 unions from Mexico, Guatemala, Venezuela, Colombia, Peru Chile and Argentina, Uruguay, Brazil and the United States, gathered in Praia Grande, Brazil in November 2000 to participate in a conference hosted by the ICEM and the Latin American United Tire and Rubber Industry Workers Front (FUTINAL). 
 
The tire and rubber worker trade unionists examined trends in the world industry as well as national, regional and global concerns. Measures were adopted that will improve the exchange of information between workers of different global tire companies that operate in the region. 
Several motions were passed that extended solidarity to Goodyear workers in the region. Members Guatemalan Goodyear union STGINSA received a pledge of support from the conference in their battle against the company&rsquo;s anti-union practices. 
 
A resolution condemning Goodyear&rsquo;s union busting attempts in Colombia was passed, as was a motion directed to the Colombian government that denounced death threats by right wing groups to labor leaders. 
 
A motion to offer international solidarity to the Titan Tire workers in Uruguay, members of FUNSA, also passed. This action denounced the recent agreement between Titan and Goodyear that reduces tire production in Uruguay and promotes the imports of Goodyear products. 
In an act designed to strengthen the links between workers across borders, it was decided that an international delegation of rubber workers would visit in early 2001 all the countries of the Americas affiliated with FUTINAL. Next year&rsquo;s conference will be held in Argentina. 
 
 
Goodyear-Pacific Dunlop Announces Restructuring 
 
South Pacific Tyres Ltd. is cutting production at one site and laying off workers at another in Australia. The joint venture of Goodyear and Pacific Dunlop looks to reduce costs and reverse company losses within six months. 
 
Heavy truck production will be halted at the Somerton plant and passenger and light tire production will be reorganized. The company also plans to lay off 500 workers at its Melbourne plant and reduce the product line at that facility. 
 
The National Union of Workers represents workers at these plants. 
 
 
Aircraft Tire Production Resumes in Brazil 
 
After a seven-year hiatus, Goodyear has resumed production of aircraft tires at its Sao Paulo, Brazil facility to meet increased demand. The company manufactured aviation tires at the plant from 1943 until 1992, when it suspended production. 
 
About 30 percent of the tire output will be for the Brazilian market while the rest will be exported to North America, Europe, Asia, Australia and other Latin American countries. 
 
Brazilian airplane manufacturer Embraer-Empresa Brasiliera de Aeronautica, the world&rsquo;s fourth largest producer of airliners and a Goodyear customer since 1969, is building a new domestic plant that the company will supply. 
 
 
Global Goodyear 
 
Goodyear is the world&rsquo;s largest tire company. In addition, it manufactures and markets worldwide several lines of belts, hoses and other rubber products for the transportation industry, as well as various industrial and consumer products. 
 
Goodyear operates 92 plants in 27 countries around the world. Thirty-two plants are located in the US, eight in Canada, 20 in Europe, two in Africa, 13 in Latin America and 17 in Asia. With the addition of its Dunlop tire joint ventures, Goodyear employs more than 100,000. 
 
Last year, Goodyear posted net sales of $12.9 billion and net income was $241.1 million. For the nine months ending September 2000, net sales increased 12%. 
 
Goodyear is the No. 1 tire maker in North America and South America and the largest in Europe. Chairman and CEO, Samir Gibara, earned $1.6 million USD in salary last year and exercised options worth another $216,000 USD during that time. 
 
 
Send Your News! 
 
Global Solidarity is published by the United Steelworkers of America, Five Gateway Center, Pittsburgh, PA. 15222, USA. 
 
If you have news and information for the next issue of Solidarity News, please send it to Don Faulkner by: 
 
Fax + 1 412 562 2520 or 
 
E-mail mailto:dfaulkner@uswa.org

Goodyear network Global Bulletin - English version

A grim New Year faces the Ukraine's unpaid miners and their families. 
 
40,000 miners have now launched an indefinite strike at the call of the Miners'Indepedent Trade Union of Ukraine (MITU). 
 
They have two demands: 
<ul>
 <li>
 <div>Payment of the wages owed to them. Wages and other social payments are now 11 months in arrears. The miners are owed more than 800 million US dollars. 
 </div>
 </li>
 <li>
 <div>Provision in the 1999 budget for state subsidies to the coal mines. </div>
 </li>
</ul>
Miners who see their families going hungry are now turning to acts of despair. 
 
This Monday, a MITU miner picketing the Lugansk state administration tried to burn himself to death. Alexandre Mikhalevich is in critical condition after suffering 45 percent burns to his body and lungs. 
 
Three other miners say they will resort to self-immolation unless the wage backlog is paid. 
 
At the global level, MITU is affiliated to the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM). 
 
&quot;The desperate act of Alexandre Mikhalevich reminds us immensely and painfully of the limits of what humans can endure,&quot; writes ICEM General Secretary Vic Thorpe in a solidarity message to MITU Chairman Mikhail Volynets. &quot;The sheer enormity of the wages and social payments due to workers cannot distract us from the thought that behind these figures are tens of thousands of men, women and children suffering in their limbs and souls. We realise that entire communities must feel that they have been brutally robbed of their past and of their future.&quot; 
 
But, Thorpe warns, &quot;our compassion cannot distract us from the firm belief that the response of organised workers lies in struggle - not self-annihilation. Yes, there are moments when we are overwhelmed by the complexity and magnitude of the problems in front of us, but the bitter experience of the ICEM's members is that there are no alternatives than to continue to fight for justice, dignity and solutions.&quot;

Grim New Year For Ukrainian Miners

GLOBAL AGREEMENT 
 
between
ANGLOGOLD LTD. (AngloGold) 
 
and 
INTERNATIONAL FEDERATION OF CHEMICAL, ENERGY, MINE AND GENERAL WORKERS' UNIONS (the ICEM) 
 
on 
 
THE PROMOTION AND IMPLEMENTATION OF GOOD HUMAN AND INDUSTRIAL RELATIONS IN ANGLOGOLD OPERATIONS WORLDWIDE 
 
1 PREAMBLE 
 
1.1 AngloGold is a South African based gold mining company with business operations in several countries around the world. The ICEM represents trade unions that organise workers in the mining industry worldwide. 
 
1.2 AngloGold and the ICEM record their mutual interest in the development and sustainability of the gold mining industry worldwide, and in good human resources and industrial relations practice. 
 
1.3 AngloGold and the ICEM agree to give practical effect to their common interest, and accordingly enter into this agreement to: 
 
&middot; create an effective channel for an ongoing dialogue between them to protect and advance their mutual interests; 
 
&middot; affirm the principles and values of internationally accepted labour relations and human resource practice;and 
 
&middot; establish a procedure for the resolution of disagreements that may arise from time to time. 
 
1.4 In pursuance of this objective and of advancing the interests of all stakeholders in the gold mining industry the parties seek to promote an industry that is safe, humane and productive. 
 
 
2 APPLICATION 
This agreement is intended to apply to operations, wherever situated, over which AngloGold has direct managerial control.The parties agree that no additional processes or rights other than those specified in this agreement will be imposed by the application of the agreement by ICEM affiliates. 
 
 
3 FUNDAMENTAL PRINCIPLES AND VALUES 
 
The parties respect the following principles and values: 
 
&middot; the promotion of universal respect for and observance of human rights and fundamental freedoms for all, without distinction as to race, gender, language, national extraction, social origin, political opinion or religion; 
 
&middot; the rights of freedom of association with due regard to the principles underlying ILO Convention 87; 
 
&middot; the determination of the terms and conditions of employment through appropriate mechanisms, with due regard to the principles underlying ILO Convention 98; 
 
&middot; the elimination of all forms of forced and compulsory labour as proscribed by ILO Conventions 29 and 105; 
 
&middot; the effective abolition of child labour as proscribed by ILO Conventions 138 and 182; 
 
&middot; the elimination of discrimination and the promotion of employment equality in respect of employment policies and practices, with due regard to ILO Conventions 100 and 111; 
 
&middot; the provision of a safe and healthy working environment by the application of industry best practice; 
 
&middot; the conduct of mining operations with proper regard for the environment and for the health and safety of all those involved, and the public at large; 
 
&middot; the promotion of good relationships with local communities and a positive and meaningful contribution to community activities; and 
 
&middot; those principles and values referred to in the UN General Secretary's initiative, the Global Compact. 
 
 
4 IMPLEMENTATION 
 
4.1 Review and Application 
 
The parties agree to meet as often as is necessary, but at least annually, to review past practice and to preview future plans relevant to their interests, and to discuss the terms of this agreement. A sub-committee will be established to consider plans and proposals placed before it by either party following any alleged breach of accepted standards of conduct that could not be resolved at the level of local and national operation. 
 
4.2 Information Sharing and Training 
 
The parties agree to distribute copies of this agreement throughout their organisations to each appropriate level and area, and to advise the parties of their rights and duties under this agreement. 
 
 
5 ADMINISTRATION AND DURATION 
 
5.1 The General Secretary of the ICEM or a designated nominee and the Chief Executive Officer of AngloGold or a designated nominee is responsible for the administration of the agreement. 
 
5.2 The agreement will come into effect once signed and remains in force unless otherwise agreed or amended, or terminated by either party giving three calendar months&rsquo; notice, in writing, to the other. 
 
 
Signed by 
 
 
Fred Higgs, General Secretary, ICEM 
Bobby Godsell, CEO, Anglogold 
Senzeni Zokwana, President, NUM

Text of the Global Agreement between ICEM and AngloGold

The exchange of information and the development of good working practice within StatoilHydro worldwide operations. 

 
1 PREAMBLE 
 
This agreement is set up by Industri Energi, as the central bargaining union for StatoilHydro operations in Norway and Industri Energi on behalf of ICEM (International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions) which represents trade unions organising StatoilHydro employees in the Company world-wide and StatoilHydro. 
 
The purpose of the agreement is to create an open channel of information between Industri Energi /ICEM and StatoilHydro Management about industrial relations issues in order to continuously improve and develop good work practices in StatoilHydro's worldwide operations. 
 
This agreement covers all activities where StatoilHydro has direct control. Where StatoilHydro does not have overall control, it will exercise its best efforts in order to secure compliance with the standards set out in this agreement. StatoilHydro will notify its subcontractors and licensees of this agreement and encourage compliance with the standards. 
 
Based on the Parties&rsquo; common recognition of fundamental human rights and StatoilHydro's own values, the purpose is to monitor the practical application of the agreed principles and to discuss any improvements in the working practices or any positive contribution the Parties may make to the eradication of poverty through economic and social progress. 
 
2 HUMAN RIGHTS, INDUSTRIAL RELATIONS AND HSE ISSUES 
 
StatoilHydro and Industri Energi/ICEM affirm their support for fundamental human rights in the community and in the place of work. Furthermore, the Parties recognise the importance of protecting safety, health and well being at work and share the concern about the impact of exploitation that production, use and disposal may have upon the natural and human environment. This agreement is intended to ensure the best possible standards of protection for those employed in our business. 
 
The respect of human rights includes: 
 
&bull; The right of every employee to be represented by a union of his or her own choice and the basic trade union rights as defined by ILO Convention 87 and 98 covering freedom of association and the right to organise, as well as the right to engage in collective bargaining. StatoilHydro therefore agrees not to oppose efforts to unionise its employees. 
 
&bull; A commitment not to employ forced or bonded labour as proscribed in the IL0 Conventions 29 and 105 or otherwise. 
 
&bull; A commitment to employ no child labour as proscribed by IL0 Convention 138. 
 
&bull; A commitment to exercise equality of opportunity and treatment in recruitment, employment, training and career development, including equal remuneration for men and women for work of equal value, and the prevention of discrimination*, in respect of employment and occupation as required by ILO Conventions 100 and 111 respectively. 
 
&bull; A commitment to pay fair wages and benefits according to good industry standards in the country concerned. 
 
&bull; A commitment to provide a safe and healthy work environment, deploying common &quot;best practice&quot; standards. 
 
&bull; Ensure that the company provides a clear and supportive policy on HIV/AIDS and that this policy is effectively implemented throughout StatoilHydros operations. 
 
 
* Discrimination is defined as any distinction, exclusion, or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment 
 
3 ENVIRONMENTAL ISSUES 
 
StatoilHydro and Industri Energi/ICEM will cooperate to ensure that StatoilHydro activities are carried out with the fullest possible regard for the environment in particular this will include: 
 
&bull; Supporting a precautionary approach to environmental challenges. 
 
&bull; Undertaking initiatives to promote greater environmental responsibility. 
 
&bull; Encouraging the development and diffusion of environmentally friendly technologies. 
4 IMPLEMENTATION 

4.1 Annual Meeting 
 
StatoilHydro and Industri Energi/ICEM will meet annually to review practice in the area of the agreed principles and follow up this Agreement. The purpose shall be to discuss the issues covered by this agreement with a view to jointly agreeing actions that will further develop good working practices. In addition to the general industrial issues and HSE-matters, the following topics may be addressed: 
 
&bull; General corporate policy on employment, occupational health, safety and environmental issues affecting within the company and, as appropriate, between the company and its related companies including suppliers and subcontractors. 
 
&bull; The economic and financial position of the company and the development of its business and related activities. 
 
&bull; Training matters. 
 
&bull; Issues affecting the exercise of trade union rights. 
 
&bull; Any other issues mutually agreed upon. 
 
Participants at these annual meetings will normally be 4-5 senior officials from Industri Energi/ICEM and relevant managers from StatoilHydro. 

StatoilHydro and Industri Energi/ICEM will meet annually to review practice in the area of the agreed principles and follow up this Agreement. The purpose shall be to discuss the issues covered by this agreement with a view to jointly agreeing actions that will further develop good working practices. In addition to the general industrial issues and HSE-matters, the following topics may be addressed: &bull; General corporate policy on employment, occupational health, safety and environmental issues affecting within the company and, as appropriate, between the company and its related companies including suppliers and subcontractors. &bull; The economic and financial position of the company and the development of its business and related activities. &bull; Training matters. &bull; Issues affecting the exercise of trade union rights. &bull; Any other issues mutually agreed upon. Participants at these annual meetings will normally be 4-5 senior officials from Industri Energi/ICEM and relevant managers from StatoilHydro.
4.2 Local Industrial Relations practice 
 
The agreement between the Parties shall be applied consistently throughout StatoilHydro operations but is not intended to replace or interfere with local industrial relations practice related to information, problem solving and negotiations. The Parties to the agreement respect the principle that industrial relations issues are best resolved as close as possible to the place of work. 

4.3 Training Programmes 
 
Industri Energi/ICEM and StatoilHydro will cooperate in developing joint training arrangements covering those issues &ndash; and their implementation - dealt with in this agreement. This will include appropriate training in health, safety and environmental best practice for union delegates from countries where StatoilHydro is the operator. It will also include Management training programmes within StatoilHydro. The cost of Industri Energi/ICEM involvement in StatoilHydro training programmes may be covered by StatoilHydro, subject to agreement. 

4.4 Union delegates 
StatoilHydro will refrain from dismissing or otherwise discriminating against union delegates, identified as such by the Parties, or employees providing information relevant to the observance and implementation of this Agreement. All union delegates must agree to respect the commercial confidentiality of information disclosed in the exercise of their duties. 
 
StatoilHydro will assist union delegates in the performance of their functions by making available relevant information and other agreed facilities. When it is necessary to take time off from work to perform these functions this will be agreed upon locally and may be given as paid time off within the framework of local agreements. 
 
StatoilHydro may also facilitate the opportunity for union representatives from StatoilHydro operations to meet as necessary to discuss the application and future development of this agreement. 

StatoilHydro will refrain from dismissing or otherwise discriminating against union delegates, identified as such by the Parties, or employees providing information relevant to the observance and implementation of this Agreement. All union delegates must agree to respect the commercial confidentiality of information disclosed in the exercise of their duties. StatoilHydro will assist union delegates in the performance of their functions by making available relevant information and other agreed facilities. When it is necessary to take time off from work to perform these functions this will be agreed upon locally and may be given as paid time off within the framework of local agreements. StatoilHydro may also facilitate the opportunity for union representatives from StatoilHydro operations to meet as necessary to discuss the application and future development of this agreement. 
4.5 Information 
 
Industri Energi/ICEM will distribute copies of this agreement to all its member unions that organise employees in StatoilHydro companies around the world, and will broadly publicise the existence of the agreement and explain its implications to its unions in the Company. 
 
StatoilHydro will in the same manner distribute copies of this agreement to all StatoilHydro offices in local languages of the countries concerned and will inform local management of the existence and contents of this Agreement. 
 
Any external information about this agreement shall be mutually agreed by the Parties. 

4.6 Administration 
 
The President of Industri Energi on behalf of ICEM or person authorised by him, and the Vice President Labour Relations in StatoilHydro are responsible for the administration of this agreement. 
 
5 DURATION AND EVALUATION 
 
The duration of this agreement is two years, until 1st September 2010, after which this agreement will be evaluated and may be prolonged for a new period. 

 
Gen&egrave;ve, Nov 13th . 2008 

 
Lars Myhre on behalf of Leif Sande Industri Energi
Erling Brevik StatoilHydro&nbsp; 
Manfred Warda ICEM

Text of the Global Agreement between the ICEM and StatoilHydro

The Board of Management of the Freudenberg Group acting for all companies of the Group in which it exercises corporate leadership (&ldquo;Freudenberg Group&rdquo;), 
 
and 
 
The International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM), as well as 
 
Industriegewerkschaft Bergbau, Chemie, Energie (&ldquo;IG BCE&rdquo;) 
Agree on the following principles for cooperation between the parties, which shall have worldwide effect. 
 
Preamble 
This Agreement is - on the basis of long-term economic success in all companies in the Freudenberg Group - aimed at the following:
<blockquote dir="ltr">
&middot; to promote cooperation and social responsibility 
 
&middot; to strengthen social dialogue as well as mutual information and joint consultations 
 
&middot; to adhere to and continue to develop the required and necessary standards concerning occupational safety, health and environmental protection. 
</blockquote>
This agreement is intended to create an open level of information exchange between the Board of Management of the Freudenberg Group on the one hand and ICEM and its affiliated organisations on the other hand thereby serving as an important basis for developing labour relations in the company. 
 
This agreement is based on the social commitment that the Freudenberg Group has towards all its employees. 
 
 

Economic Success, Social Progress, Basic Ethical Principles 
The contracting parties agree that on the basis of cooperation geared to the long-term economic success of the Freudenberg Group they wish together to pursue job security and social justice. Even though their interests may sometimes differ, the joint efforts of the contracting parties are aimed at finding mutually viable solutions, also in case of conflicts, on the basis of appropriate dialogue. 
 
In order to guarantee the long-term economic success of the Freudenberg Group and to fulfil its social commitments vis-a-vis its employees a successful development of all corporate functions and business groups and healthy growth are necessary. 
 
Confidence and cooperation between management, employees and their representatives, innovation and flexibility in work organisation are the basis for the employees&rsquo; future success and that of the Freudenberg Group. 
 
The Freudenberg Group condemns involvement in unethical or illegal business. As a matter of principle no weapons or any kind of war materials similar to weapons shall be produced. 

Labour Relations &ndash; Minimum Standards 

The relationship between employees and the Board of Management of the Freudenberg Group are marked by mutual respect, understanding and confidence. Both contracting parties confirm their support for human rights in society and at the workplace. Existing ILO agreements stipulating these minimum standards are guidelines for the Freudenberg Group. This particularly includes the following conventions banning: 
<blockquote dir="ltr">
&middot; forced labour according to the definitions included in ILO Conventions 29 and 105; 
 
&middot; child labour according to the definitions included in ILO Convention 138; 
</blockquote>
as well as the demand to ensure 
<blockquote dir="ltr">
&middot; equal opportunities and equal treatment on the job in accordance with ILO Conventions 100 and 111; 
 
&middot; safeguarding freedom of association and the respect for basic trade union rights in accordance with ILO Conventions 87 and 98. 

</blockquote>
 
The Role of Workers&rsquo; Representatives and Trade Union Rights
The right of the employees in the Freudenberg Group to freely join trade unions of their choice, to elect workers&rsquo; representatives and to represent their interests in negotiations concerning collective bargaining agreements is acknowledged. 
 
It is part of the cooperation and confidence between the Board of Management of the Freudenberg Group and employees that wherever the employees wish to organise themselves in trade unions and trade unions apply for recognition, ways are sought to develop good labour relations in joint dialogue. This rules out any kind of unequal treatment, discrimination or sanctions against trade union organisation. The basis for this is the ban on discrimination against shop-floor or trade union representatives included in ILO Convention 135. 

 
Ecological Progress &ndash; Occupational Safety and Health and Environmental Protection 
Sustainable protection of the environment and natural resources is one of the aims established in the guiding principles for the Freudenberg Group. The Freudenberg Group and its family shareholders are committed to protecting the environment and being responsible corporate citizens in all states, countries and communities in which they do business. They take all possible care to ensure the safety of the workplace and of their products. 

 
Flexibility, new Forms of Work Organisation 
The Board of Management of the Freudenberg Group on the one hand, and ICEM and IG BCE on the other, agree that the long-term and sustainable economic success of the Freudenberg Group, necessary for guaranteeing jobs, depends on the individual business groups&rsquo; international competitiveness and their ability to maintain and assert themselves on the world market. Every effort shall be made on the local and international level to achieve a consensus about the introduction of flexible, efficient and customer-oriented forms of work organisation. When implementing this, the needs of the employees shall be taken into account while respecting local diversity. 

 
Concluding Remarks 
In order to inform each other of the implementation of the agreement and any issues in connection with it as well as to have an exchange of experience, consultations shall take place once a year. This includes monitoring the agreement reached. Participants shall be the Member of the Freudenberg Board of Management responsible for Personnel and the General Counsel of the Freudenberg Group, a member of ICEM's Secretariat and the Head of the International Department of IG BCE. Good examples of developing labour relations, improving occupational safety and health and environmental protection and other items particularly worthy of support can be the object of this dialogue in order to possibly utilize them in the cooperation at other corporate levels. 
 
Both sides commit themselves to contact each other directly and immediately in case any conflicts or violations of the agreement arise, in order to seek a common solution. 
 
ICEM will inform its affiliates about the agreement reached. Similarly the Board of Management of the Freudenberg Group will inform the Management of the business groups about this Agreement. 
 
This Agreement enters into force with the signature of both parties and will be valid until 31 December 2001. An extension and further development in the spirit of the Agreement is intended. 
 
This Agreement was originally signed and executed in the German language. In case of any discrepancy between this version and the German version, the German version shall prevail. 
 
 
Weinheim, 18. August 2000 
 
 
Freudenberg &amp; Co. 
Board of Management 
 
International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) 
 
Industriegewerkschaft Bergbau, Chemie, Energie

Text of the ICEM Global agreement with Freudenberg

<a href="/?id=77&amp;doc=648">Original release No. 14/2000 
</a> 
Nationalratswahl und Regierungsbildung in &Ouml;sterreich 
 
Das Wahlergebnis 
 
Am 3. Oktober haben die &Ouml;sterreicherinnen und &Ouml;sterreicher ihren Nationalrat (Parlament) neu gew&auml;hlt. Stimmenst&auml;rkste Partei wurde dabei die Sozialdemokratische Partei &Ouml;sterreichs (SP&Ouml;) mit 33,15 Prozent der Stimmen, gefolgt von der Freiheitlichen Partei (FP&Ouml;) mit 26,91 %, danach folgten die &Ouml;sterreichische Volkspartei (&Ouml;VP) mit 26,91 % und die Gr&uuml;nen mit 7,40 %. Das bis dahin im Nationalrat vertretene Liberale Forum erreichte nur 3,65 % und ist wegen der n&ouml;tigen 5 %-H&uuml;rde nicht mehr im Nationalrat vertreten. 
 
Die Ausgangslage 
 
Schon vor der Wahl hat sich abgezeichnet, dass die innenpolitische Situation nach der Wahl nicht einfach sein w&uuml;rde: 
 
Die zwei &quot;Gro&szlig;parteien&quot; SP&Ouml; und &Ouml;VP haben in den letzten Jahren stetig W&auml;hlerinnen und W&auml;hler verloren, die FP&Ouml; hat dazu gewonnen. Inzwischen muss man also schon von drei &quot;Mittelparteien&quot; sprechen. 
Die bis zum 3. Oktober in einer Koalition mit der &Ouml;VP regierende SP&Ouml; hat vor der Wahl bekr&auml;ftigt, dass sie keine Regierungszusammenarbeit mit der FP&Ouml; eingehen werde. 
 
Wenige Tage vor der Wahl hat &Ouml;VP Chef Wolfgang Sch&uuml;ssel angek&uuml;ndigt, die &Ouml;VP werde in Opposition gehen, sollte sie bei der Wahl auf den dritten Platz abrutschen. 
 
Gespr&auml;che und Verhandlungen 
 
Das Wahlergebnis vom 3. Oktober war f&uuml;r das seit 1986 von einer SP&Ouml;-&Ouml;VP Koalition regierte &Ouml;sterreich ein innenpolitisches Erdbeben. Angesichts der schwierigen Lage beauftragte Bundespr&auml;sident Thomas Klestil SP&Ouml; Chef Viktor Klima vorerst, mit allen Parlamentsparteien &quot;Sondierungsgespr&auml;che&quot; &uuml;ber die Bildung einer neuen Regierung zu f&uuml;hren. Hintergrund dieser Gespr&auml;che war es, der &Ouml;VP den Weg aus ihrer Oppositionsansage doch noch zu erm&ouml;glichen. Auch in der &Ouml;VP selbst gab es inzwischen Diskussionen dar&uuml;ber, ob man wie angek&uuml;ndigt in Opposition gehen oder doch mit der SP&Ouml; in Verhandlungen treten sollte. 
 
Nach harten und intensiven, insgesamt aber konstruktiven Verhandlungen zwischen SP&Ouml; und &Ouml;VP gab es in weiten Bereichen Ann&auml;herungen, die eine Einigung auf ein gemeinsames Regierungsprogramm in greifbare N&auml;he r&uuml;ckten. 
 
Am Thema &quot;Pensionen&quot; entspann sich aber ein Konflikt, der unter anderem Anlass f&uuml;r das Scheitern und den Abbruch der Verhandlungen war. Rudolf N&uuml;rnberger, Vorsitzender der Metallergewerkschaft und als Chef der Sozialdemokratischen Gewerkschafter Mitglied im Verhandlungsteam der SP&Ouml;, verweigerte seine Zustimmung zu den Pensionspl&auml;nen. Dabei sollte das gesetzliche Antrittsalter bei Fr&uuml;hpensionen um zwei Jahre erh&ouml;ht werden, begleitende Ma&szlig;nahmen zur Erhaltung und Schaffung von Arbeitspl&auml;tzen f&uuml;r &auml;ltere Arbeitnehmerinnen und Arbeitnehmer oder die Angleichung der unterschiedlichen Pensionsysteme fehlten in den Pl&auml;nen jedoch. 
 
SP&Ouml;-Chef Viktor Klima blieb also nichts anderes, als Bundespr&auml;sident Thomas Klestil vom Scheitern der Verhandlungen mit der &Ouml;VP zu berichten. Klima schlug Klestil die Bildung einer Minderheitsregierung vor. 
Relativ rasch war aber klar, dass eine SP&Ouml;-Minderheitsregierung im Parlament - mit Ausnahme der Gr&uuml;nen in einigen Bereichen - keine Unterst&uuml;tzung finden w&uuml;rde und dass baldige Neuwahlen die Folge daraus w&auml;ren. 
 
Die FP&Ouml;-&Ouml;VP Koalition 
 
&Ouml;VP und FP&Ouml; hatten inzwischen schon Verhandlungen &uuml;ber die Bildung einer FP&Ouml;-&Ouml;VP Koalition begonnen. Binnen weniger Tage gab es ein fertiges Regierungsprogramm. Demgegen&uuml;ber standen mehrere Wochen lange Verhandlungen der SP&Ouml; mit der &Ouml;VP, vielfach wurde daher vermutet, dass die &Ouml;VP nur zum Schein mit der SP&Ouml; verhandelt hatte und eine FP&Ouml;-&Ouml;VP Koalition schon l&auml;nger ausgemachte Sache war. 
Noch vor dem offiziellen Auftrag zur Regierungsbildung durch den Bundespr&auml;sidenten unterzeichneten &Ouml;VP Chef Wolfgang Sch&uuml;ssel und FP&Ouml; Chef J&ouml;rg Haider den ausverhandelten Pakt vor der internationalen Presse. Bundespr&auml;sident Klestil, der nie seine Ablehnung gegen eine FP&Ouml;-&Ouml;VP Koalition verhehlt hatte, gelobte die neue Bundesregierung am 4. Februar in der Wiener Hofburg an. 
 
 
Die Position der Gewerkschaften zum FP&Ouml;-&Ouml;VP Regierungsprogramm 
 
Der &Ouml;sterreichische Gewerkschaftsbund und seine Fachgewerkschaften lehnen den Regierungspakt ab: 
Er bringt massive, einseitige Belastungen f&uuml;r die Arbeitnehmerinnen und Arbeitnehmer, besonders f&uuml;r ArbeiterInnen, aber auch f&uuml;r Jugendliche, Arbeitslose, Kranke und PensionistInnen. 
 
Der Pakt sieht beispielsweise eine Anhebung des Pensionsantrittsalters und scharfe Abschl&auml;ge bei vorzeitigem Pensionsantritt vor - er&ouml;ffnet aber keine Perspektive, dass &auml;ltere Arbeitnehmer &uuml;berhaupt l&auml;nger arbeiten k&ouml;nnen. Die Unternehmer sind n&auml;mlich immer weniger bereit, &auml;ltere ArbeitnehmerInnen zu besch&auml;ftigen. Die Pl&auml;ne der Regierung bedeuten massive finanzielle Einbu&szlig;en f&uuml;r ArbeitnehmerInnen, die ab Oktober 2000 in Fr&uuml;hpension gehen, weil sie arbeitslos oder krank sind. 
 
Der Pakt beendet die zuletzt erfolgreiche Besch&auml;ftigungspolitik (Nationaler Aktionsplan f&uuml;r Besch&auml;ftigung), seine Ma&szlig;nahmen werden steigende Arbeitslosigkeit verursachen. 
 
Die Mittel f&uuml;r Arbeitsmarktpolitik und Besch&auml;ftigungsprogramme werden eingefroren, die &Uuml;bersch&uuml;sse der Arbeitslosenversicherung werden f&uuml;r das Budget abgesch&ouml;pft, 15.000 Saisonniers pro Jahr werden den Arbeitsmarkt zus&auml;tzlich belasten. 
 
Mit diesen Belastungen sollen Beg&uuml;nstigungen der Unternehmen und Bauern in der H&ouml;he von mindestens 19 Milliarden Schilling finanziert werden. 
 
F&uuml;r die ArbeitnehmerInnen wichtige Reformen - vor allem der Schutz der ArbeitnehmerInnen in einer globalisierten Wirtschaft und eine echte Verbesserung der Aus- und Weiterbildung - fehlen. 
 
Die Metallergewerkschaft wendet sich auch gegen den geplanten Ausverkauf wichtiger &ouml;sterreichischer Unternehmen. 
 
Insgesamt wird der Pakt das behauptete Budgetziel nicht erreichen. Im Kern bleibt also nur die Beg&uuml;nstigung der Unternehmen, finanziert durch ein massives Belastungspaket auf Kosten der Arbeitnehmerinnen und Arbeitnehmer. 
 
 
Die nationale und internationale Kritik 
 
Schon im Oktober 1999 gab es aus ganz Europa Stimmen, die sich gegen eine FP&Ouml;-&Ouml;VP Regierung aussprachen. Die Kritik richtete und richtet sich immer noch gegen FP&Ouml; Chef Haider und Mitglieder seiner Partei, die immer wieder mangelnde Distanz zur &ouml;sterreichischen NS-Vergangenheit (Haiders Lob der &quot;ordentlichen Besch&auml;ftigungspolitik des 3. Reichs&quot; und ehemaliger Mitglieder der Waffen SS als &quot;anst&auml;ndige Menschen&quot;, seine Forderung nach &quot;Abgehen von der europ&auml;ischen Menschenrechtskonvention&quot; u.v.m.) erkennen lie&szlig;en. (Mehr Aussagen von Haider gibt es gesammelt im Internet unter www.futurelinks.at/haiderwatch) 
 
Die Reaktion und die Sorgen der Europ&auml;ischen Union und anderer Staaten sind verst&auml;ndlich. Allerdings verwehren wir uns dagegen, die &Ouml;sterreicher pauschal als &quot;Nazivolk&quot; zu verurteilen. Immerhin haben mehr als 70 Prozent der W&auml;hlerinnen und W&auml;hler die FP&Ouml; NICHT gew&auml;hlt. Abgesehen davon treffen Ma&szlig;nahmen wie zum Beispiel ein Tourismusboykott oder die Stornierung von Auftr&auml;gen (die belgische Regierung hat einen Auftrag &uuml;ber Rettungsfahrzeuge storniert) die Falschen, n&auml;mlich die ArbeitnehmerInnen, und k&ouml;nnen auf l&auml;ngere Sicht heimische Arbeitspl&auml;tze gef&auml;hrden. 
 
In einer Zeit gro&szlig;er Umw&auml;lzungen - Stichworte EU-Erweiterung, Globalisierung, Ansteigen neuer Besch&auml;ftigungsformen etc. - ist es nicht schwierig, die Menschen mit einer Politik der Schlagworte wie sie die FP&Ouml; betreibt zu verunsichern. Haider sagt zum Beispiel, dass in &Ouml;sterreich 300.000 Arbeitslose Inl&auml;nder 300.000 Ausl&auml;ndern gegen&uuml;berstehen. Das legt eine L&ouml;sung der Probleme des Arbeitsmarktes nahe, die in der Realit&auml;t so nat&uuml;rlich nie aufgehen wird. F&uuml;r diese Art, Politik zu machen, gibt es viele weitere Beispiele. 
 
Neben der inhaltlichen Ablehnung des Regierungsprogramms richtet sich die Kritik der Metallergewerkschaft auch gegen das Klima, das die FP&Ouml; mit ihrer Politik in &Ouml;sterreich erzeugt. Die FP&Ouml; sch&uuml;rt mit ihren Aussagen - im Wahlkampf im Oktober auch mit Plakaten in Wien - immer wieder &Auml;ngste, Intoleranz und Fremdenfeindlichkeit und spielt Bev&ouml;lkerungsgruppen gegeneinander aus. 
 
Die Metallergewerkschaft beurteilt in ihrer Rolle als Vertreterin der Besch&auml;ftigten jede Regierung - egal welcher Partei - danach, was sie f&uuml;r die Arbeitnehmerinnen und Arbeitnehmer in diesem Land tut. Gegen Ma&szlig;nahmen der neuen Bundesregierung, die die Situation der arbeitenden, arbeitslosen und pensionierten Menschen in &Ouml;sterreich verschlechtern, werden wir massiv auftreten. Gleichzeitig wenden wir uns gegen eine Verrohung der politischen Kultur in &Ouml;sterreich.

Attachment to ICEM News release No. 14/2000 - GMBE statement (in German)

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