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

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

ICEM Overview of Links to Useful HIV/AIDS Related Websites

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

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

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

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

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

Text of the Global Agreement between ICEM and Eni

Belarus unions will stage a Day of Action tomorrow (Thursday) to defend their basic labour rights. 
 
Trade unions are under mounting pressure in Belarus. The country's President is establishing a monopoly over political power. 
 
Inflation has already eaten away the temporary rise in salaries. 36% of companies are no longer profitable and this figure is rapidly increasing. Non-payment of wages is becoming commonplace and unemployment is looming. 
 
It is no coincidence that the Belarus unions, the only remaining democratic institution in this society, have become the prime target of this totalitarian power. 
 
Over the past few years, unions in Belarus have faced unprecedented state pressure: deliberately bureaucratic recognition procedures; attempts to replace legitimate union leadership with government puppets; threats against union activists; union-bashing at all levels; a ban on international assistance to trade unions; the creation of &quot;yellow&quot; unions; and a ban on the check-off of union dues. 
 
The unions now seriously fear the confiscation of their property, and possibly even the outright banning of trade unions. 
 
The current Belarus regime is openly flouting the Conventions of the UN's International Labour Organisation (ILO). 
 
The Action Day this Thursday 28 March will be held by the Federation of Trade Unions of Belarus and is supported by the Congress of Free Trade Unions. Both federations include unions affiliated to the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM). The ICEM and other union internationals are backing the Action Day.

Belarus Unions&#039; Action Day For Labour Rights

Pressure for the release of two Nigerian oilworkers' leaders will further increase at a conference to be held by the Organisation of African Unity (OAU) in Pretoria, South Africa, on 13-18 April. 
 
Union leaders from all over Africa will press the continent's employers and governments to help secure the release of Milton Dabibi, General Secretary of oil and gas workers' union PENGASSAN, and Frank Kokori, General Secretary of oil and gas workers' union NUPENG. They have been detained without charge or trial in Nigeria since 1996 and 1994 respectively. Both unions are affiliated to the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM), which is campaigning for the two men's release and has put the Nigerian government on notice of targeted international action against Nigerian oil exports unless Kokori and Dabibi are freed. 
 
Both men's health is deteriorating, and they are being denied access to the medical treatment that they need. Both are recognised by Amnesty International as prisoners of conscience. 
 
The OAU's Labour and Social Affairs Commission will be hearing more about their cases at its meeting in Pretoria. The commission includes African union representatives, as well as employer and government delegates from across the continent. In his report to the meeting, Hassan Sunmonu, Secretary-General of the Organisation of African Trade Union Unity (OATUU), will raise the Kokori and Dabibi cases and other violations of trade union rights by the military-led Nigerian government. 
 
The OATUU &quot;has repeatedly tried to send a delegation to Nigeria to discuss these issues,&quot; Sunmonu told ICEM UPDATE from the OATUU's headquarters in Accra, Ghana. But the Nigerian government had responded in exactly the same way as to similar approaches from other organisations, including the ICEM and the UN's International Labour Organisation (ILO). In other words, it had not responded at all. 
 
&quot;The trade union rights situation in Nigeria must be addressed by Africa as a whole,&quot; Sunmonu, himself a Nigerian trade unionist, insisted. He has just returned from the ILO Governing Body meeting in Geneva, where the OATUU fully backed a decision to set up a special ILO commission to investigate the Nigerian situation (see ICEM News release 21/1998).

African Unions Press For Nigerians&#039; Release

Rio Tinto, the world's biggest mining corporation, is roundly condemned in a new motion tabled for debate by Britain's House of Commons. Rio Tinto is headquartered in London. 
 
The motion was brought in by Member of Parliament (MP) Michael Clapham, backed by fellow-MPs Eric Clarke, Tony Benn, Ken Purchase, Ernie Ross and Ann Clwyd. A further 23 MPs have already signed up to the text, which urges Rio Tinto shareholders to drum some ethics into the maverick multinational. 
 
The parliamentary motion in full: 
 
That this House condemns the activities of the Rio Tinto Corporation, which has been identified by the International Federation of Chemical, Energy, Mine and General Workers Unions as probably the most uncaring and ruthless company in the world judged by its appalling record of human and trade union rights violation, community destruction, environmental damage and disregard for the lives of indigenous people in many of the 40 countries where it operates; and calls on the shareholders at the annual general meeting in London on 13th May to demand a halt to its current practices and the introduction of an ethical company policy based on trade union recognition, compassion for its workers and their families and concern for the environment in which they live. 
 
[end of motion] 
 
Rio Tinto's anti-union stance in many parts of the world has made it a priority target for trade union networking by the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM). The networking also extends to many other campaigning groups on human rights, notably the rights of indigenous peoples, and on environmental issues. Rio Tinto has come in for widespread criticism on all these counts. 

 
PROUD TO BE ANTI-UNION 
 
In its new annual report, to be distributed to shareholders shortly, Rio Tinto writes: &quot;At our operations throughout the world, we respect the right of employees to choose for themselves whether or not they wish to be represented collectively.&quot; 
 
But these pictures tell a very different story. Broadcast on Australian television, they show a ceremony at the company's Hunter Valley No. 1 mine in Australia on 25 June last year. The overwhelming majority of the workers there were on strike over the company's refusal to conclude a collective agreement. So the company mined small amounts of coal by using white-collar staff plus just seven workers who had signed individual employment contracts. 
 
At the ceremony, trophies were handed out celebrating the &quot;First Coal Mined at Hunter Valley No. 1 Mine by Non-Union Labour.&quot; 
 
Footage of this bizarre little rite is included in a new documentary on Rio Tinto, Naked Into The Jungle.

British Legislators Condemn Rio Tinto

US oil, chemical and atomic workers' union the OCAW has stepped up its drive to win the release of Frank Kokori and Milton Dabibi, the Nigerian oil union leaders who have been imprisoned without charge or trial since 1994 and 1996 respectively. 
 
The two Nigerian labour leaders are recognised as prisoners of conscience by Amnesty International. Their health is reported to be deteriorating. They have been denied access to adequate medical care and legal assistance. 
 
The OCAW efforts are part of a worldwide campaign to free the jailed labour leaders. The actions are being coordinated by the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM), to which the OCAW is affiliated. 
 
The US is the largest importer of Nigerian crude oil. OCAW actions are viewed as a &quot;significant first step to let US oil companies and the Nigerian government know that we are preparing for action,&quot; said Robert Wages, OCAW President, yesterday. The OCAW represents almost all of the unionised oil refinery workers in the US. 
 
Last October, the ICEM put the Nigerian government on notice of targeted international trade union action against Nigerian oil exports unless Dabibi and Kokori are released. In November, Nigerian Head of State Gen. Sani Abacha announced the imminent release of a number of detainees, and it was understood that Dabibi and Kokori were among those to be freed. However, to date, they have not been released. ICEM unions in a number of key oil-importing countries are therefore preparing for action. In the meantime, direct and indirect representations to secure the two union leaders' release are continuing. Dabibi's and Kokori's names are understood to have been on a list of detainees whose release was requested by the Pope during his visit to Nigeria last week. 
 
OCAW campaigning began yesterday at Philadelphia-area refineries operated by Sun Company. Similar efforts will start next week at Tosco, which operates a refinery in Marcus Hook, Pennsylvania. 
 
&quot;We will be attempting to persuade the companies to find another source of crude oil,&quot; said Roger Bradley, director of OCAW&rsquo;s Atlantic Region. 
 
Informational handbilling and one-on-one discussions will be occurring throughout this week and next at Sun and Tosco refineries in the Philadelphia area. The actions are aimed at informing and educating union members on the situation in Nigeria. OCAW members will also be signing petitions addressed to each company&rsquo;s CEO (chief executive officer), calling for an end to the use of Nigerian crude oil and asking that the CEOs use their leverage to seek the trade union leaders&rsquo; release. 
 
Postcards from OCAW members at the refineries and other OCAW-represented workplaces on the East Coast, demanding the release of Kokori and Dabibi, are being sent to the Nigerian Ambassador in Washington. 
 
The OCAW will gradually escalate its activities, targeting oil refining companies nationwide, until Dabibi and Kokori are released. Other major oil companies importing Nigerian crude into the US are Mobil, Texaco, Chevron, Shell and Phillips Petroleum. 
 
Letters were sent by OCAW President Wages on Tuesday to the CEOs of oil companies which process Nigerian crude, urging them to find an alternative source of crude oil and to use their influence in seeking the Nigerian union leaders' release.

US Oilworkers Press For Nigerians&#039; Release

Workers at a loss-making polypropylene plant in Scotland have been offered a severance package that sets a new high standard for redundancy settlements in Britain and many other countries. 
The deal negotiated with chemicals multinational ICI takes account of the dearth of reasonably-paid industrial jobs in the region around the plant. The 200 workers at the ICI plant have been averaging 20,000 UK pounds (about 33,000 US dollars) a year. 
 
So, when ICI closes the facility, employees who move to other, lower-paying jobs will have their wages enhanced by up to 25 per cent over two years by the company. ICI's official early retirement age is 50, but employees aged 48 or over at the plant will receive a full pension if they are made redundant before the age of 50. All workers have received a pledge that nobody will have to leave ICI's employment before the end of the year and that nobody will receive less than 10,000 UK pounds (about 16,500 US dollars) in severance pay. 
 
The loss-making plant at Cargenbridge in Dumfries is the first to experience compulsory redundancies as part of a wide-ranging ICI reorganisation. So the settlement sets an important standard. 
 
A more modern ICI polypropylene plant in the same town has been sold to Belgian-based UCB. About 85 of the workers from the older plant are being transferred to UCB, where their pay, conditions and pensions will be protected. 
 
Negotiating the Cargenbridge package was Fred Higgs, National Officer of Britain's Transport and General Workers' Union (TGWU). The deal is &quot;uniquely beneficial,&quot; said Higgs, who is Vice-President of the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM). He emphasised that the agreement had been designed to meet particular local needs. However, the union would be looking for similar settlements if ICI made other closures in areas of high unemployment. 
 
Industry observers are now predicting that other companies will come under union pressure to settle at a similar level if they create redundancies in future.

ICI Severance Deal Sets New Standard

Launched in Sydney today, a new film on Rio Tinto exposes the damaging global activities of the world's biggest mining company. 
 
The documentary, Naked Into The Jungle, highlights Rio Tinto's worldwide anti-union push and the impact that this policy is having on workers and communities. The company is also under fire from many community groups around the world because of its poor social and environmental record. 
 
Produced for the Australian mining and allied workers' union CFMEU, the new film is part of a drive by the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM) to bring Rio Tinto to book. The multinational's anti-union stance in many parts of the world has made it a priority target for networking by ICEM-affiliated unions, of which the CFMEU is one. 
 
Launching the film in Sydney today was Jennie George, President of the Australian Council of Trade Unions. 
 
Australian miners are being subjected to one of Rio Tinto's most virulent union-busting campaigns to date. The documentary includes revealing footage of a presentation ceremony held by the management of Rio Tinto's Hunter Valley No. 1 mine in Australia last June. The inscription on the presentation plaque hails the &quot;First Coal Mined at Hunter Valley No. 1 Mine by Non-Union Labour.&quot; 
 
This distasteful little trophy gives the lie to Rio Tinto's protestations that it is not anti-union. It also sits very ill with the company's own statement of business principles. Entitled The Way We Work, Rio Tinto's in-house rulebook insists that &quot;employees will have the right to choose whether or not they wish to be represented collectively.&quot; The same document states: &quot;The Rio Tinto Group's policy on human rights is based on its support for the United Nations Universal Declaration of Human Rights...&quot; The Universal Declaration, whose fiftieth anniversay is being celebrated this year, specifically gives everyone the right to form and to join trade unions in defence of their interests. 
 
&quot;Rio Tinto likes to give the impression that the opposition it is encountering from this union is a one-off,&quot; commented John Maitland, CFMEU National Secretary and Vice-President of the ICEM. &quot;The company likes to give the same view about all the disputes it is involved in with indigenous communities, human rights agencies, unions and environmental groups around the world. 
 
&quot;However,&quot; he added, &quot;this documentary puts Rio Tinto's approach to its Australian workforce into a broader historical and global context. It exposes the company's systematic failure to meet accepted standards on human rights, including worker rights, and environmental protection.&quot; 
 
The new documentary will be distributed and publicised worldwide. 
 
&quot;The video will go not only to communities which are already dealing with Rio Tinto,&quot; Maitland promised, &quot;but also to communities in regions where Rio Tinto is considering setting up shop. That way people will have the measure of the organisation they are allowing into their neighbourhood.&quot; 
 
Rio Tinto &quot;should no longer work on the outmoded assumption that it is dealing with isolated and uninformed communities,&quot; Maitland warned. &quot;The company should understand that from now on there is nowhere on this planet it can go where it will be free from scrutiny.&quot;

Rio Tinto Warned: &quot;There&#039;s Nowhere To Hide&quot;

Colombian electricity workers' bargaining rights are safeguarded under an agreement signed on Tuesday in the presence of the country's President, Ernesto Samper Pizano. 
 
The new accord was signed by the electricity workers' union Sintraelecol, the CUT trade union confederation, the Minister of Labour and the Deputy Minister of Mines. It effectively ends recent Colombian government attempts to annul current collective agreements in the power sector and to curb electricity workers' basic union rights (see ICEM News release 12/1998). 
 
Sintraelecol said the agreement was due to the &quot;resolute support of the workers, whose backing is making it possible for Colombia to develop industrial trade unionism in order to confront the neo-liberal model and defend our rights.&quot; 
 
The Colombian electricity industry currently faces extensive restructuring and privatisations. The 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM) had strongly urged President Samper to intervene in order to protect the electricity workers'rights. In a recent message to the President, the ICEM argued: &quot;The best way of guaranteeing the supply of electricity to all citizens at a reasonable price and to maintain a qualified, motivated workforce is to establish a proper regulatory framework and a national collective agreement to cover all the companies in the sector, both existing and future entrants.&quot; 
 
Now that the principle of collective bargaining has been secured, negotiations are continuing today on the content of a new electricity sector collective agreement, reports ICEM Latin America and Caribbean Regional Coordinator Roque da Silva. He is currently in Colombia for consultations with Sintraelecol and other unions.

Colombian Power Workers Save Bargaining Rights

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Rio Tinto Warned: "There's Nowhere To Hide"

Colombian Power Workers Save Bargaining Rights

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