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Led by ICEM German affiliate IGBCE, 3,000 protestors on 23 November demanded that tyre maker Continental rescind its decision to fire 320 workers at its St&ouml;cken plant in Hannover. 
<img height="263" alt="" src="" width="350" />
A day before the rally that occurred at the company&rsquo;s headquarters in Hannover, Conti chief executive Manfred Wennemer reneged on a deal to maintain jobs and production levels by stating growth rates at the plant were not high enough. Despite profitability and cooperation from the IGBCE on workplace matters, Wennemer&rsquo;s announcement stung workers and politicians alike, particularly in view of prior production shifts to plants in eastern European countries. 
IGBCE board member Werner Bischoff, vice president of Continental&rsquo;s Supervisory Board, promised the matter will get full attention at the Supervisory Board&rsquo;s 6 December meeting, and said any further cooperative efforts with the company are now in danger.

German Union Protests Continental Tyre Decision

<img height="99" alt="" src="" width="100" />
By way of introduction to the full ICEM background report on the Pulp and Paper Industry, the ICEM prepared a presentation on globalisation in the pulp and paper sector for the ICEM World Conference for the Pulp and Paper Industry, in Brussels, on 15-16 November 2005. 
The presentation builds upon the background document, highlighting the latest sector&nbsp;statistics, unavailable at the time the document went to press. It also provides a few examples of recent labour disputes in the sector, and makes suggestions towards solutions at the global level. 
 
For the presentation, click <a href="/wp-content/migration/icem/0511EugenePaper.ppt">here</a>. 
 
For the full report, click <a href="/?id=147&amp;doc=1513">here</a>.

ICEM Presentation on globalisation in the pulp and paper industry

23 November 2005 
 
His Excellency Dr Thaskin Sinawatra 
Prime Minister 
Kingdom of Thailand 
Government House 
Pitsunalok Road 
Bangkok 10300 
Thailand
Dear Sir, 
 
I write on behalf of the 20-million-member ICEM on a serious labour matter affecting your country. It is the unregulated and unceasing use of contract and agency labour by major employers in Thailand. 
 
In assessing a number of labour disputes in Thailand, some of which are in ICEM sectors such as energy and rubber, others in sectors such as metals and food, covered by other, fraternal Global Union Federations, the issue of extensive use of contract labour is at the forefront. I ask you to consider the harm such labour practices bring to the overall social development in Thailand. 
 
I write this prior to a group of trade unionists&mdash;many of whom are members of trade unions affiliated to the ICEM&mdash;bringing this issue forward in a rally outside the Ministry of Labour, and I implore you to hear their voice as it calls forth the ill-effects brought to workers, their families and entire communities when permanent jobs are replaced by contractors and agencies. 
 
I invite you to meet with these trade unionists, and I invite the Thai Government to initiate discussions on this critical issue affecting workers and the communities in which they live. 
 
The ICEM is leading a global campaign on contract and agency labour. We would be quite willing to join a dialogue between your government and trade unionists in Thailand who are recognising the dangers, and rightfully speak out on this issue. The ICEM realizes that it is not practical to call for a total ban on contract and agency labour. 
 
But what we do seek is that contract and agency labour be properly controlled to avoid the unnecessary displacement of direct workers and when there is a need to utilize contract or agency arrangements, trade union representatives be consulted and dialogue occur prior to contracts being signed. The logic to this in terms of productive enterprises, and well-being of workers, families and the communities in which they live is clearly evident. 
 
The ICEM is promoting such simple and precise language for employers, governments and inter-governmental institutions to adopt. Again, I respectfully request that your government give this labour issue serious attention, and I and the ICEM stand ready to assist in any manner possible. 
 
Sincerely, 
 
 
Fred Higgs 
General Secretary 
 
CC Mr Somsak Thepsuthin, Labour Minister, Thailand

ICEM letter to the Prime Minister of Thailand on Goodyear Contract labour problems

How can workers face up to the might of the global corporations? 
	 
	By organising globally.

	That is why more than 20 million workers worldwide are already members of the ICEM, the International Federation of Chemical, Energy, Mine and General Workers&#039; Unions. 
	 
	The ICEM is a rapidly growing industry-based world labour federation dedicated to practical solidarity. It unites trade unions in its sectors on all continents. Its aim is to become a truly global trade union.

	<img alt="" height="43" src="" width="50" />

	Its main focuses are:
<ul>
	<li>
		<div align="justify">
			negotiating and monitoring global agreements with multinational companies - mainly on workers&#039; rights, equality at work and the highest standards of health, safety and environmental protection worldwide</div>
	</li>
	<li>
		<div align="justify">
			networking trade union reps within global corporations</div>
	</li>
	<li>
		<div align="justify">
			coordinating solidarity and support for member unions during disputes</div>
	</li>
	<li>
		<div align="justify">
			union-building in countries where unions are weak or non-existent</div>
	</li>
	<li>
		<div align="justify">
			providing information and expertise on topics ranging from collective bargaining to health and safety standards</div>
	</li>
	<li>
		<div align="justify">
			representing workers&#039; interests within the UN, its agencies and other intergovernmental bodies</div>
	</li>
	<li>
		<div align="justify">
			skills training and development work with trade union officers and rank-and-file union members.</div>
	</li>
</ul>

	 
	The ICEM organises in a wide range of industries: 
	 
	Energy 
	Exploration, production, generation, refining and distribution of all types of primary and secondary energy. 
	 
	Mining and Quarrying 
	Exploration, extraction and processing of hard coal and lignite, metallic and non-metallic minerals, clays, sands, gravels and gems. 
	 
	Chemicals and Bioscience 
	Research, production and refining of chemical elements, compounds and products, pharmaceuticals, chemo-technical products, petrochemical products, agrochemicals, plastics, plastic products and composites and artificial fibres. Research and manufacture of products and materials resulting from biotechnical methods or genetic engineering techniques. 
	 
	Pulp and Paper 
	Research, production and conversion of pulp, paper, board, kraft, paper packaging and other paper and board products. 
	 
	Rubber 
	Research and production of synthetic rubber and composites and fabrication of both natural and synthetic rubber products. 
	 
	Diamonds, Gems, Ornaments and Jewellery Production 
	Diamond and gem sorting, cutting and polishing; pearl farming and setting; ornament and jewellery manufacture. 
	 
	Glass, Ceramics, Cement and Associated Industries 
	Research, production and fabrication of flat glass, container glass, glass fibres, household glass, technical glass and all other glass products; all types of pottery, clay and ceramic materials, composites and products; cement, non-metallic minerals, composites and products. 
	 
	Environmental Services 
	Waste disposal and recovery, pollution control, recycling, cleaning and maintenance, laundry, dry cleaning and hygiene services, porterage and security and associated activities. 
	 
	Service and Miscellaneous Industries 
	Service and miscellaneous industries not falling within the scope of other International Trade Secretariats. 
	 
	 
	The ICEM membership includes all employee categories within its sectors.

	By March 2012, the ICEM represented 355 industrial trade unions in 115 countries. Enquiries are welcomed from other unions in ICEM sectors worldwide. 
	 
	The ICEM unites workers irrespective of race, nationality, gender or creed. It supports sustainable industrial development. The ICEM campaigns for the highest levels of health and safety at the workplace, and for environmentally responsible industrial products and processes. The ICEM is also committed to the global application of the best possible standards and practices - especially within multinational corporations.

	&nbsp;

	 
	Principal officers of the ICEM

	&nbsp;

	 
	<img alt="" height="198" src="" width="160" /> 
	 
	President 
	Senzeni Zokwana 

	&nbsp;

	<img alt="" height="169" src="" width="160" /> 
	 
	General Secretary 
	Manfred Warda

	 
	The ICEM promotes modern techniques of information exchange between affiliated trade unions, including computer networking. In particular, it is expanding trade union contacts and cooperation within the worldwide operations of the major multinational companies in its industries. 
	 
	As a clearing house for trade union expertise, the ICEM draws on a pool of specialists from its affiliated trade unions around the world. Its own staff provide rapid responses to unions&#039; specific questions on, for example, collective bargaining trends, company structures or the health hazards of a new industrial chemical. 
	 
	The ICEM believes that its policies must be locally &quot;owned&quot; by its rank-and-file membership - not handed down from above. These policies must be relevant to the day-to-day needs of its affiliated trade unions. The ICEM&#039;s union-building programmes carefully avoid the creation of client organisations. Its assistance to newly emerging industrial trade unions is on the basis of help for self-help. 
	 
	While maintaining its global unity, the ICEM has devolved some of its decisions and action to the world&#039;s different regions. 
	 
	Special provisions ensure that women workers throughout the world are properly represented within the ICEM, which runs programmes to meet their particular concerns. 
	 
	The ICEM issues a range of general and specialised publications, both in print and via the Internet. It also voices workers&#039; concerns within the world media. And its website at www.icem.org is first with the unions&#039; news and views. 
	 
	The ICEM often makes representations on workers&#039; behalf to national authorities and international bodies. These include the relevant specialised UN agencies, such as the International Labour Organisation and the World Health Organisation. 
	 
	The ICEM maintains close contact with the trade union movement&#039;s other sector-by-sector Global Union Federations (GUFs), with the International Trade Union Confederation (ITUC), with regional trade union bodies of all continents and with other organisations campaigning on issues that directly affect its members (for example, the environment and human rights). 
	 
	The world&#039;s major employers are now organised globally. Trade unions cannot lag behind. The ICEM believes that industrial trade unionism worldwide must concentrate on its main tasks - improving workers&#039; pay and conditions and recruiting new members.

The ICEM - who we are, what we do

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

In the name of God the most merciful and graceful 
From: Iraqi Federation of Oil Unions&nbsp; 
 
 
His Excellency The Oil Minister, 
Subject: Entitlements 

Sincere Salutations,
It was our hope, after the fall of that statue, to witness the dawn of a new era marked by the recognition of the legitimate rights of our members in the oil sector. This sector that for so long has suffered injustice and been denied equity. 
Since the advent of this new era, we focused our efforts into effectively thwarting all attempts to exploit this sector and tamper with our resources. You have been informed of how we stalled foreign companies in their attempts to control our oil fields and refineries, and how we forced them to leave. 
In addition, we worked hand in hand with the ministries and agencies to accelerate the pace of oil production, and to safeguard the means of production, and raise awareness amongst workers of investing to boost the chances of success for the new era. 
Unfortunately, our demands for entitlements were ignored, despite four years of continued promises by ministry and government officials. In fact, we took our demands to the highest levels of the government. We kept the prime minister apprized of our demands, but were disappointed when we came to realize that our demands fell on deaf ears. 
Throughout this period we worked to defuse anger and resentment and address criticism leveled by our members who mistakenly thought of us as the ones failing to put forth their legitimate demands. Henceforth: 
 
After extensive deliberations, and based on the resolutions that came out of an Executive Board meeting with broad member representation on Thursday 26 April, 2007 at the Gas Corporation's premises in Basra, a strike was unanimously adopted, scheduled for May 10, 2007 in all the company's branches in the south and in the following provinces Basra/Missan Dhi Kar/Al Mouthnana. 
The strike will go ahead, should the following demands not be completely met: 
1. Make a determination on land allotment in the Shiite Province 52 and land distribution owned by oil companies, and the parcel in the Tannouma area, a property of the Southern Oil Company.
2.&nbsp;Make a determination on oil companies' profits margins on the basis of the amendments to which you agreed and to determine those margins according to the certification/attestation from the south region financial/tax jurisdictions, not according to the formula adopted by the Minister that has been deemed detrimental to our membership. 
3. Approval of accumulated ordinary unused vacations, and all vacations outstanding for more than 180 days. There is no justification for withholding any of these vacations. We also believe that the resolution issued by the State Advisory Council is not binding, for lack of legal foundation. We empathically insist that there be no salary deductions over the next few years for granted vacations days. 
4. Granting full time status to temporary workers, notwithstanding the length of service but rather apply a more humanistic approach with those workers who are Iraqi nationals and who deserve a life in this country. 
5. To hire new graduates of the last two classes.
6. Rescind the new unified payment schedule which benefits only a very small number in the sector.
7. Promote holders of elementary certificates to the next grade on par to their dismissed colleagues (for political reasons) and address the issue of stalled promotions for workers and others. 
8. Rescind the 20% deduction from profits paid to the army and recovery of previous years' deductions.
9. We ask that those premises become employee-run, similar to other state-owned agencies. We deem the wait and see policy inappropriate, and we are wondering why the oil sector is treated so unfairly. 
 
As we are stating the legitimate demands of our membership, it is our hope to obtain the support of those on whom we rely, and whom we supported with our blood in making the political process succeed. 
It is our hope to reinstate the rights of those who were aggrieved by Iraqi government officials, and eliminate the injustices bestowed on the southern region. 
We feel, up to the moment of this statement's drafting, that discrimination is continuing, and that the south is treated as the cash cow of Iraq. 
Our region gave so much to Iraq, but gained little in return. We would like to draw your attention to the fact that pollution in oil facilities has reached a peak, and the incidence of cancer has topped exceeded predictions. We also note, that the ministry pays little to no attention to these incidences that primarily impact the inhabitants in the southern area. 
We feel as if they are predestined to such a fate - to always give in vain. We are cautioning, that there is a limit to our tolerance. 
We ask that our demands be met. We feel that enough is enough. 

Peace and grace be upon you. 
Iraqi Federation of Oil Unions 
4/27/2007 
To: Top executives of oil companies 
CC: all media

Letter by the IFOU to Iraqi Oil Minister

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