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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’ 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’ 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: 
 
• 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. 
 
• A commitment not to employ forced or bonded labour as proscribed in the IL0 Conventions 29 and 105 or otherwise. 
 
• A commitment to employ no child labour as proscribed by IL0 Convention 138. 
 
• 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. 
 
• A commitment to pay fair wages and benefits according to good industry standards in the country concerned. 
 
• A commitment to provide a safe and healthy work environment, deploying common "best practice" standards. 
 
• 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: 
 
• Supporting a precautionary approach to environmental challenges. 
 
• Undertaking initiatives to promote greater environmental responsibility. 
 
• 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: 
 
• 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. 
 
• The economic and financial position of the company and the development of its business and related activities. 
 
• Training matters. 
 
• Issues affecting the exercise of trade union rights. 
 
• 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: • 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. • The economic and financial position of the company and the development of its business and related activities. • Training matters. • Issues affecting the exercise of trade union rights. • 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 – 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. 

 
Genève, Nov 13th . 2008 

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

Text of the Global Agreement between the ICEM and StatoilHydro

<img height="114" alt="" src="/sites/default/files/migration/icem/4logos.gif" 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="/sites/default/files/migration/icem/ener3.jpg" 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 "continuing efforts to improve" and to "guarantee the highest standards" of health and safety for workers in all of it's global operations. 
 
The Agreement commits the parties to "work towards the cultivation of working practices capable of promoting economic and social progress". This includes skills development programmes for workers, diversity management and promoting sustainable development goals. As regards contractors, the company undertakes to "formulate suitable guarantees against violations" 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.  
 
Addressing conference delegates after the signing, Massimo Cappelli, manager for industrial relations and productivity stated that the agreement "crowns an achievement in the company's ethics and industrial relations policy". The agreement commits the company to respecting human and trade union rights in all it's operations. "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", said Higgs after signing the agreement.

ICEM signs Global Agreement with Eni

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’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 “Universal Declaration of Human Rights” 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’s principles: 
 
· Business ethics 
 
all Eni’s activities at home and abroad must be carried out honestly, with integrity and in compliance with existing laws. 
 
· 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. 
 
· Protection of workers and equal opportunities 
 
Eni observes universally accepted labor laws and complies with the “core labor standards” 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. 
 
· Enhancement of professional skills 
 
Eni acknowledges and promotes the development of individual employees’ skills and know-how as well as team work so that individuals can fully express their energy, creativity and potential. 
 
· 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. 
 
· Respect for human rights 
 
Within its sphere of activities, Eni is everywhere committed to supporting the United Nations “Universal Declaration of Human Rights”. 
 
· Cooperation 
 
Eni actively contributes to the improvement of the quality of life and socio-economic development of the communities where the Group is present. 
 
· 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. 
 
· 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 – where these do not exist – 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’ representatives appointed on a democratic basis and recognised by international trade unions. 
 
3.5. Annual meeting 
 
In May of each year – with the purpose of promoting a system of information, consultation and dialogue with the signatory trade unions – 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: 
 
· economic-financial topics regarding the ongoing development of Eni at world level; 
 
· current performance and future prospects of the main operating activities, focusing on the most significant geographical areas and the related figures concerning employment; 
 
· ongoing development of the group’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.; 
 
· 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

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). 
 
"The desperate act of Alexandre Mikhalevich reminds us immensely and painfully of the limits of what humans can endure," writes ICEM General Secretary Vic Thorpe in a solidarity message to MITU Chairman Mikhail Volynets. "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." 
 
But, Thorpe warns, "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."

Grim New Year For Ukrainian Miners

Protests continue by affiliate EGAT-LU in Thailand against privatization of the electric industry. A meeting 17 March between union leaders and Prime Minister Thaksin Shinawatra did not resolve the standoff. Mass public opposition to the sell off of the Electric Generating Authority of Thailand (EGAT) has taken hold, and has created equal opposition to privatizing other essential services. EGAT-LU said efforts to block the initial offering of electric stock would continue for the next several months, but that electric supplies during the peak summer season will not be affected. “We are protesting in the country’s interest and we will not stop until we succeed,” said EGAT-LU Gen. Sec. Sirichai Maingam

Thai Affiliate EGAT-LU Resists Electric Privatization

T he 20-million-member ICEM, the leading global union federation of the chemicals industry, applauded language adopted in a report at a UN International Labour Office (ILO) conference in Geneva 27-31 October. The ICEM was fully involved in deliberations and drafting of the report with representation from 16 affiliates from separate nations taking major leadership on the document. 
 
The ILO's Tripartite Meeting on Best Practices in Work-Flexibility Schemes and Their Impact on the Quality of Working Life in the Chemical Industries produced balanced language that ensures labour rights in temporary and contract work, workload balances, outsourcing and women's participation and work schemes in today's chemical world. Conference participants included 20 representatives of labour organisations, 20 from employers groups and 28 government officials. 
 
"We are well satisfied with the results of this conference," stated Michael Mersmann, global chairman of ICEM's Chemical and Bio-Science Section. "Now it is important that we implement this policy and much will depend on future work with the employers through ILO guidance." Mersmann, from IGBCE in Germany, served as chair and spokesperson of the workers' group. 
 
Specifically, the proposals adopted include securing fundamental rights including the right of temporary and contract workers to organize into unions; defining accurately various work-load balances; respect for collective bargaining agreements when outsourcing; a realization of the benefits to both workers and employers for allowing flexible work schemes for women; and the positive effect general work flexibility can have on employment stability and job satisfaction. 
 
Regarding workload balances, the report puts a premium of conditions of work, how work in the chemicals industries is organized, strict assurances of health and safety, equality and training and development opportunities, as well as adequate remuneration and striving to maximize worker potential in the industry. Labour, employer and governments are called on to recognise the positive effects work flexibility has on lifestyles especially when combined with multi-skilling and life-long training. 
 
The ILO conducts such conferences in some 20 separate industries, with each industry sector meeting once every four years.

ILO Chemical Conference Produces Positive Roadmap

A week before the Thai government holds a public hearing on privatisation of the Electricity Generating Authority of Thailand (EGAT), the 20-million-member ICEM has again questioned the logic of privatizing an essential service and is asking for specific criteria if the government's plan moves forward. 
 
In a call to all 400 ICEM affiliates in 120 nations to protest the spin-off of the public power industry into shares of a holding company-and in a second letter to Prime Minister Dr. Thaskin Sinawatra-the ICEM has again reinforced the position of Thai affiliate EGAT-LU that it be heard on the matter. The ICEM's Asia-Pacific Region has already urged affiliates comprising the ICEM's Asia-Pacific Electric Power Network to voice opposition. 
 
"It is a matter of public record that our affiliate strongly desires that EGAT remain a state-owned utility with a public mandate to provide a reliable, affordable and accessible service," wrote ICEM General Secretary Fred Higgs to Dr. Sinawatra. 
 
Thailand's government is acting to privatise electric power under its 1999 Corporatisation Act, a measure designed to satisfy an economic reform programme designed by the International Monetary Fund following the Asian economic fallout of the mid-1990s. But the government had refused to meet with leaders of EGAT-LU over the issue until late last year when it set up a tripartite committee. The Finance Ministry's representative to this committee had no real decision-making power, the union quickly learned. 
 
The public hearing set for 25 January is seen as a final effort to appease the union representing the interests of 17,600 workers employed by the utility. The government has set a target date of first quarter 2004 when the holding company will be officially registered and shares of it are listed on Thailand's stock exchange. 
 
Higgs, in reaffirming EGAT-LU's position on the inevitable, said a set of principles must be adhered to in the structural transfer of the power industry: the process must be transparent and democratic; Thailand retain a majority equity of EGAT; domestic investment be encouraged and made a priority; price regulation be stable and affordable to workers and the poor; job security be guaranteed; EGAT-LU be fully involved in the transition; Union leadership be given the facilities to consult freely with workers and to report to workers on negotiations over the transition; and full agreement be reached before the new policy is implemented. 
 
Higgs added: "… our members and the public at large oppose your current policies and are extremely concerned. The ICEM fully shares these concerns and together with our brothers and sisters in the Asia-Pacific Electric Power Network, we are keenly awaiting the outcome of your consultations and negotiations with EGAT-LU. We believe if your government follows the above recommended approach of dialogue, your policies stand a better chance of achieving credibility …" 
 
EGAT-LU is planning to have over 1,000 workers attend the public hearing. The union and other unions representing public sector employees will conduct a mass rally on 30 January seeking government revision of some 11 economic reform bills in which privatisation aspects are part of. 
 
Higgs is asking all ICEM affiliates to register opposition to Thai privatisation initiatives and voice support for EGAT-LU's position. The global union federation is specifically calling on energy and power affiliates in some 65 countries-representing 9 million workers-to make a stand against privatisation with EGAT-LU.

ICEM Again Protests Thai Electric Privatisation

U nion members at Imerys in Sylacauga, Alabama, reaffirmed their commitment to ICEM affiliate Paper, Allied-Industrial, Chemical and Energy (PACE) Workers Union 21 January by voting to retain the union. Workers voted 233-108 for union representation in a decertification ballot under US labour law. 
 
Imerys is a French-based producer of building and construction materials. PACE and ICEM took Imerys on in 1999-2000 when the firm purchased a non-union plant adjacent to its PACE-represented one in Sylacauga. The company claimed the combined workforce no longer wanted union representation and orchestrated a petition that allows the US government to conduct a "yes" or "no" vote. For the second time, workers have now voted for the union. 
 
"It is unfortunate that Imerys has not changed its anti-union position," said PACE Vice President Don Langham, a member of ICEM's Presidium. "We are prepared to restart the global campaign unless the company's behavior changes." 
 
PACE and ICEM successfully took on Imerys in 1999-2000 over local management's combined workforce scheme. The two labour unions brought the Alabama dispute before Imerys workers in France, Belgium, Australia and UK. The dispute became the focal point at the company's AGM in Paris. And prior to the June 2000 vote by workers, ICEM General Secretary Fred Higgs visited Sylacauga and pledged to make "it so hot" for Imerys that it would want a "solution." The global pressure softened management's resolve, and workers became less burdened and more in tune with making a free and open-minded choice. 
 
Workers then overwhelmingly voted for PACE and a three-year labour agreement was negotiated. 
 
As the contract expired, local Imerys managers used US labour law to revert to their old form. With the three-year contract expiring in early 2004, they bombarded workers with blatant anti-union materials and rhetoric at home and at work. 
 
"Since we have been through the first election and contract negotiations, we have attempted time and time again to build a strong work relationship with Imerys," said PACE Local 3/516 President Keith Fulbright. "Unfortunately, local management is still intent on destroying any relationship with their employees." 
 
ICEM and its affiliates throughout the company's global operations will be closely following future developments in Sylacauga.

PACE Again Wins Imerys Election

T he US National Labor Relations Board issued a labor law violation against E.I. DuPont this week that cited the giant chemical firm with interfering, restraining and coercing union activities and union members at its Louisville (Kentucky) Works plant. To settle the complaint, DuPont has agreed in writing to halt its interference of shop-floor union activity that is protected by US law. 
 
ICEM affiliate Paper, Allied-Industrial, Chemical, Energy (PACE) Union in the US brought the charge forward after local managers in Louisville unlawfully prohibited PACE Local 5-2002 members from wearing union t-shirts and buttons, and removed the local union's bulletin board inside the plant. 
 
PACE recently affiliated the local union in Louisville after it stood as a stand-alone union for several decades, having been first established by DuPont in the 1930s to avoid militant union drives. PACE has been resisting DuPont's decision to move jobs from the neoprene facility in Louisville-a decision announced after the affiliation vote-to a non-union plant in the state of Louisiana. 
 
This week's labour law violation against the US-based chemical firm comes two weeks after PACE brought the issue of DuPont's sour labour relations behaviour to the attention of UN General Secretary Kofi Annan. DuPont is signatory to the UN's Global Compact, a voluntary accord by multinational companies pledging to adhere to a set of nine principles, including a guarantee to uphold fundamental labour and human rights and sound stewardship of the environment in all countries in which a company operates. 
 
Part of the labour law violation stemmed from Louisville manager Mike Sanchez's "state of the business" address to workers in which he made derogatory comments about the local union and PACE national union, specifically comments uttered disparagingly over PACE President Boyd Young's letter to Kofi Annan. 
 
"DuPont has obviously not come to terms with the fact that workers in a number of their US worksites have chosen PACE for representation," stated ICEM General Secretary Fred Higgs, referring to seven stand-alone and unaffiliated DuPont unions voting to become part of PACE in recent years. "The ICEM will continue to monitor DuPont's labour relations not only in the US but elsewhere in the world."

DuPont Guilty of Labour Law Infraction in US

S ome 5,000 union members of ICEM affiliate Kristal-İş in Turkey shut down the country's glass industry last week following a Turkish Supreme Court ruling lifting the government's decree that a strike to the glass sector is a threat to national security. 
 

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Kristal-İş struck 13 glass plants on 30 January, effectively curtailing 90% of Turkey's glass production. Pasabahce and its holding company, the Sisecam Group, operate the majority of the plants. The firm, together with the Glass, Cement and Clay Products Industry Employers' Association, has waged a systematic campaign to destroy Kristal-İş. 
 
"The ICEM pledges to take all necessary steps to support our Turkish colleagues in this struggle," stated ICEM General Secretary Fred Higgs. "We also call on management to recognise the legitimacy of Kristal-İş and to immediately commence meaningful collective bargaining to resolve the issues." 
 
Chief among issues are pay and a Kristal-İş demand that 350 union members in Eskisehir, Turkey, be reinstated after being sacked last September by Pasabahce. The fired workers were identified as union activists who led 700 workers at a four-year-old plant in Eskisehir to become Kristal-İş members. 

The glass industry and Pasabahce have challenged the union's right to representation under the 10% rule of Turkish labour code, meaning a union must have at least 10% membership in a given sector to have collective bargaining status. But Turkish courts have ruled against the 10% challenge, with the union proving it has legitimate membership in 13 of 15 Turkish glass factories. 
 
But industry has continued to stonewall Kristal-İş, both through stalled bargaining toward a new collective agreement and in retaliatory measures such as what occurred in Eskisehir when workers sought union representation from Kristal-İş. 
 
Following union notification in November of its intent the strike, the government of Prime Minister Recep Tayyip Erdogan issued a decree under Article 33 of Turkey's Law on Collective Agreements, Strikes and Lockouts to prohibit a glass strike on the grounds it would be a threat to national security. 
 
Kristal-İş took the matter to the Supreme Court and in late January the court overruled the government's decree. 
 
Kristal-İş President Mustafa Bagceci emphasized that it is Pasabahce and the glass industry "who do not respect the rights of workers" that are responsible for the strike. He added that Kristal-İş is ready to make "a fair compromise based on mutual goodwill and respect for basic workers' rights" to end the strike.

ICEM Affiliate Strikes Turkish Glass Industry

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