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Mobil Oil Nigeria Plc. Rescinded the suspensions it had imposed on laid-off white-collar oilworkers&rsquo; in bargaining with PENGASSAN on 26 July. Following a terse 20 July letter from the ICEM Nigerian affiliate to the Mobil Oil&rsquo;s managing director, ExxonMobil backed down from full collision with PENGASSAN, and a new labour agreement is now possible if the company meets remuneration demands. 
 
Pay talks will continue early this week, and a settlement with Mobil Oil Nigeria will complete PENGASSAN&rsquo;s 2007-2008 oil sector bargaining. The union had completed satisfactory negotiations with Chevron, Total, African Petroleum Plc., and other energy concerns, but the world&rsquo;s largest one, ExxonMobil &ndash; bargaining last &ndash; attempted to reduce labour standards from those negotiated with the others.
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&nbsp; 
The company committed a serious breach when it contacted and then coerced many PENGASSAN members due to retire to sign voluntary retirement letters. This action in July came while the union and Mobil Oil were in talks, and the issue of early retirement incentives was alive. The voluntary letters were a ploy to reduce the statutory amount of separation benefits that the company would have to pay in restructuring. 
 
PENGASSAN called is &ldquo;repugnant to statutory stipulations, local and international labour conventions, and best practices&rdquo; already in place in Nigeria&rsquo;s oil and gas sectors. The breach flagrantly violated the collective agreement between the two parties as well. 
 
But in Thursday&rsquo;s talks, ExxonMobil apologized to PENGASSAN and to the sacked workers, and reversed itself by rescinding the letters and reversing the firings.
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&nbsp;Now the issue of pay for 2007 and 2008 must be addressed. PENGASSAN Gen. Sec. Bayo Olowoshile said Mobil Oil Nigeria must live up to its market share in the industry and its profit sheet. The conflict now, he said, &ldquo;is on the reluctance of Mobil to pay competitive remuneration that aligns with the company&rsquo;s market share and its own remuneration policy.&rdquo; 
 
PENGASSAN represents over 200 engineers, technicians, accountants, and administrators of Mobil Oil Nigeria at some ten locations. The majority of the white-collar workers are employed at Apapa in Lagos.

ExxonMobil in Nigeria Backs Down from Conflict with PENGASSAN

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Around 100 African trade union delegates, from 15 countries, attended the ICEM regional conference of the Sub-Saharan Africa Regional Organisation (SSARO), held in Gaborone, Botswana, on 5 and 6 July 2007. 
 
Welile Nolingo, regional chair and General Secretary of South African ICEM affiliate CEPPWAWU, opened the conference and reported on the improved political situation in the region, where several countries are recovering from a period of war. Though corruption is still a serious problem in many of those countries, often badly hampering economic development, trade unions are showing their determination in challenging their governments to deal with these, and other, negative aspects of their governance. 
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Welile Nolingo, General Secretary of South African ICEM affiliate CEPPWAWU
The organisational development of the region was discussed, with delegates agreeing that the ICEM members need to be more involved in ICEM activities in the region. This applies not only to the donor funded projects, but also to the need to develop more bilateral contacts and activities. 
 
It was further stressed that the ICEM affiliates in the region need to develop a strategic plan, focussing on the continuing development of strong and democratic unions. A plan was proposed by the secretariat to that extent. Contract and Agency Labour (CAL), HIV/AIDS, Global Framework Agreements (GFA) and Company Networks were also listed as topics that increasingly need to become core business. 
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Rayford Mbulu, incoming ICEM regional chair and General Secretary of the Mine Workers Union of Zambia 
Recognising the growth of activity in the ICEM industries in the region (mining, oil, gas, chemicals), the ICEM General Secretary reconfirmed his engagement to devote more attention within the secretariat to this specific region. He also mentioned the need to empower trade unions and their leaderships in Western Africa, and made an appeal to all members to focus on closer cooperation between members, but also with representatives and affiliates of other GUF&rsquo;s. The integration of the WFIW into the ICEM was expected to lead to additional strength in the region, especially in Francophone countries. 
 
The conference adopted several statutory changes, of which the most important was on formally establishing a Women&rsquo;s Committee within the regional structure. 
 
The conference elected Brother Rayford Mbulu, General Secretary of the Mine Workers Union of Zambia, as the next Regional Chair. Sister Baru Gaaithoboge of the Botswana Diamond Sorters and Valuators Union was elected as the Regional Women&rsquo;s Chair at the Regional Women&rsquo;s Conference, which was held just prior to the SSARO Conference in Johannesburg, South Africa.

ICEM Sub-Saharan African Regional Conference held in Gaborone, Botswana

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The last three major mining disasters in Russia&rsquo;s Kemerovo and Vorkuta Regions, which took 159 lives in three months, are a clear indication that the system of mining safety in the country is making miners hostages of profitability. 
 
Officially, the two methane explosions in Kemerovo resulted from faulty cables, which short-circuited and detonated the mixture of methane, air, and coal dust. Systems used at the mine to automatically localise and suppress explosions all failed (and were later prohibited for use in all Russian mines). 
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The high concentration of methane remained undetected because the mines&rsquo; gas detection systems were tampered with. Meters showed methane concentration in the mines to be significantly less than it actually was, and the complete power shut-down, which would normally prevent any short-circuiting in such situations, therefore never took place. 
 
Ruben Badalov, First Vice President of the ICEM-affiliated Russian Independent Coal Miners&rsquo; Union (ROSUGLEPROF), and a member of the Russian State Duma, the lower chamber of the Russian Parliament, was on the federal investigatory team at the Ulianovskaya mine. Probing beyond the immediate causes, he exposes several indirect ones, whose nature cannot be reduced simply to matters of production discipline. 
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These indirect causes fall into a number of categories: from mistakes in the extraction estimates to assumptions of legal &ldquo;liberalisation&rdquo; of the whole mining safety control system. This makes it virtually impossible for public supervisory agencies, like Rostechnadzor, or the union&rsquo;s own inspectors, to enforce timely closures of unsafe mines. The common denominator for all the categories is a lack of regulatory mechanisms in the industry where the rule of the market is largely unchecked.
&ldquo;The actual methane content of the coal seam at the Ulianovskaya mine turned out to be several times higher than the project estimates,&quot; says Badalov, himself a mining engineer with extensive experience. 
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&ldquo;Moreover, the intensive extraction schedule contributed to the release of still greater amounts of methane into the mine, which was never properly degassed &ndash; a costly procedure. The roof was defined in the project documentation as highly resistant to caving and prone to overhanging. At the same time, the seam liability to rock bumps had been assumed to manifest itself ten metres below the level where the explosion took place. As a result, no precautionary measures, such as preventive degassing of the mine, or induced caving of the roof, had been scheduled. It was during the uncontrolled caving of 70 metres of the overhanging roof that huge amounts of methane were momentarily released into the mine.&rdquo; 
 
Both mines were designed by the same people, belonging to the same school of mining engineering, and while the licensing procedure is still in place, there&rsquo;s no meaningful quality control as the development of the mining science in Russia was hindered by lack of support from the state. 
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Ruben Badalov maintains that, as a purely commercial approach inevitably brings a temptation to simplify processes and disregard relevant specificities, there must be state supervision of all engineering work related to hazardous production processes. 
 
The Kuzbass disasters once again highlight the existing disparity between the fixed component of the coal miner&rsquo;s wages and the productivity-driven parts. The drop in income during outages to less than half of regular wages pushes miners to reckless behaviour. At the Yubileinaya mine, all it took to deceive the gas detection system was a piece of cloth wrapped around a gas sensor. 
 
&ldquo;This doesn&rsquo;t stimulate productivity, this stimulates coal extraction at any cost,&rdquo; says Badalov. In the course of the Federal Industry Agreement negotiations earlier this year, ROSUGLEPROF tabled a proposal to raise the fixed part of the wages to 70%, and although the target could not be achieved uniformly and in full, there were companies who were prepared to take this figure as a reference point.

Three Mining Disasters Take 159 Lives in Russia

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Pointed with direction from ICEM Norwegian affiliate Industri Energi, the Nordic country's national labour centre, LO, has advised state oil company Statoil not to open an office in Iraq. 
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The reason cited is Iraqi Oil Minister Hussein Shahristani's letter from July 2007, which bans trade unions in the public sector. His decree replicates the ban on unions in the country's oil sector imposed by both the regime of Saddam Hussein and the occupational forces following the 2003 invasion. (See <a href="/en/78-ICEM-InBrief/2357-Reckless-and-Repressive-Union-Busting-by-Iraqi-Oil-Minister">here</a> for more). 
Statoil is planning to open the office in the northern Iraq city of Erbil. According to a Norwegian press report, LO President Roar Fl&aring;then said the opening of the office shows poor judgement on Statoil's part. The LO has also officially called on Norway's government to block Statoil from moving into Iraq at this time. The Norwegian government is the majority shareholder of Statoil. 
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LO Norway's President Roar Fl&aring;then 
LO and Industri Energi's stand on this issue is also supported by the Iraqi Federation of Trade Unions (IFOU), a collection of some ten oil workers' unions in southern Iraq. IFOU President Hassan Jumaa Awad al Assadi has warned both Statoil and Norway's government that, until full recognition of trade unionism occurs, the company should not carry out any activity inside Iraq.

Norway&#039;s Unions Tell Statoil to Stay Out of Iraq for Now

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The workers at the chrome Bulqiza mine in Albania resumed their earlier industrial action on 13 August, following the death of Mr. Zaim Hysa, the Secretary of a trade union of the Bulqiza mine on Friday 10 August 2007. 
 
The unfortunate accident came just over one month after the workers signed an agreement with the management at the largest mine in Albania. That particular agreement was only reached after demonstrations and a hunger strike by the workers, and following intense negotiations that saw the involvement of senior managers of Darfo, the Italian company which owns the chrome mines and a ferrochrome smelter (click <a href="/en/78-ICEM-InBrief/2330-Chrome-Hunger-Strikes-End-in-Albania ">here</a> for more). 
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The July agreement dealt, in addition to salary issues, with health and safety and working conditions, areas where, as can sadly be seen from the death of the trade union leader, very little to no progress was made over the last few weeks. 
 
Miners at the Bulqiza mine refused to enter the mine on 13 August and claimed, at a rally with 600 workers, that they would not start working again until the company fulfilled their demands for better working conditions. Reportedly, workers have to work with inadequate equipment that comes from other bankrupt mines throughout the country. Miners, which have already seen four fatalities in the mine this year, are also asking for proper employment contracts. 
 
Mr. Zaim Hysa, 40 years old, was married and had children. He was known for having complained repeatedly about the poor working conditions in the mine.

Tragedy Continues for Workers at the Albanian Bulqiza Mine as Trade Union Leader Dies

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Negotiation partners reached an agreement in early August on the future of the mining sector in Germany. Following months of discussions, a programme was agreed that sets out a path on how to deal with Germany's 200-year-old coal industry over the coming years. The agreement, which was brokered by, among others, the cabinet of Chancellor Angela Merkel and ICEM affiliate IGBCE, intends to have a gradual phase-out of coal subsidies. 
 
The plan will now go to the parliament&rsquo;s lower and upper houses for approval. A fully approved law is needed, so that compensation payments can be prepared for the industry&rsquo;s 34,000 workers. Besides payments to the workers, the plan also projects to deal with the overall social and environmental effects of coal mining in the country. 
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Germany's federal and state governments will, as per the agreement, subsidise the coal sector with an estimated &euro;21.6 billion until 2018. In addition, the agreement foresees the creation of a foundation for the coal company RAG, which will hold a substantive share of the company. This foundation will administer, until 2018, the funds for the eight remaining German coal mines, as well as the money that is intended to go to the mining workers. 
 
Shares in RAG, currently a consortium in which ThyssenKrupp, Arcelor, E.On and RWE are involved, will be transferred to the new foundation. Besides that, preparations have also been made to float RAG shares (for its profitable non-mining activities, such as power stations, real estate and chemicals production) on the stock exchange as of next year. This initial public offering is expected to yield &euro;5 to 8 billion, which will also be used to help cover the costs of the phasing out of the coal industry. 
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Following efforts by the IGBCE, a clause was added to the agreement, which calls for a serious re-examination of the plan in 2012, taking into account not only the possibility of an unexpected drop in energy reserves, but also that other energy sources might become prohibitively expensive 
 
IGBCE President and ICEM Vice President Hubertus Schmoldt called the decision one of &ldquo;historic consequence.&quot; The union&rsquo;s members will be given the opportunity to end their careers gradually and the miners that work in those mines that will close earlier will receive compensation when they loose their jobs.

Agreement on Future of the German Coal Industry

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Kimberly Clark has, after more than three weeks of strike action at its two South African tissue plants, finally settled its industrial dispute with the ICEM-affiliated Chemical, Energy, Paper, Printing, Wood, and Allied Workers&rsquo; Union (CEPPWAWU). 
 
On August 22, when the CEPPWAWU was determined to step up support for their striking Kimberly Clark members by launching a secondary strike that would have targeted the company&rsquo;s raw material suppliers and retailers, Kimberly Clark decided to accept the terms of the Pulp and Paper Employers Association, as negotiated in the Wood and Paper Bargaining Council just before July 30. The terms include, among other things, an 8.5% wage increase and demands for permanent employment of temporary workers. 
<img height="115" alt="" src="" width="250" />
The CEPPWAWU victory in the Kimberly Clark industrial dispute, during which the union received international support from various parts of the world, ended the last of the national strikes which the union launched across its sectors on July 30, after negotiations at the Chemical and Wood and Paper Bargaining Councils became deadlocked. 
 
The ICEM congratulates its affiliate on this resounding success which vividly demonstrated that international solidarity support can effectively augment the strength unions derive from the unity and resolution of their members and leadership.

Kimberly Clark Settles South African Paper Dispute with CEPPWAWU

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US paperworkers employed at International Paper Co., members of ICEM affiliate United Steelworkers (USW), voted to accept a precedent-setting master labour agreement with the firm on 23 August. 
 
The four-year accord covering workers at 14 pulp and paper mills in the US contains wage increases on top of negotiated local (or mill-by-mill) agreements, improvements in health insurance benefits, and lays the groundwork for improved health and safety standards, as well as labour-management cooperation on public policy issues. 
 
But perhaps most importantly, the framework pact contains a &quot;successorship clause,&quot; meaning if the company sells any of its unionised mills, the new owner must, as part of the sale agreement, retain all workers, recognise the USW as bargaining representative, and honour the collective bargaining agreement. 
<img height="82" src="" width="150" alt="" />
&quot;The overwhelming support for this agreement shows how united our members are in pursuing master agreements in the paper industry,&quot; said USW President Leo Gerard. 
 
&quot;Successorship clauses protect workers from the unconscionable behaviour of corporations that sell a mill, then disregard the union and the collective bargaining agreement and summarily fire hundreds of people who have dedicated their lives to work there,&quot; added Gerard. 
 
The wage portion of the agreement amounts to a 2% increase upon expiration of local agreements, and another 2% on the second anniversary of the contracts. In addition, workers will receive a US$1,000 lump sum payment on the first and third anniversaries of the contracts. The USW represents 8,200 International Paper employees at mills, paper converters, and packaging plants in the US.

US Steelworkers Ratify Master Framework Agreement with International Paper

ICEM WOMEN’S BULLETIN 25

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Contents
1. Indonesia &ndash; ICEM A/P Women&rsquo;s Committee Meets 
2. South Africa &ndash; African Regional Women&rsquo;s Conference Meets in Johannesburg 
3. Egypt &ndash; Egypt Bans Female Circumcision 
4. Finland &ndash; The Gender Pay Gap Has Narrowed in Industry 
5. SEWA in India Pursues Solar Alternatives 
6. Kuwait &ndash; Women Are Not Allowed to Work at Night 
7. Sierra Leone &ndash; Domestic Violence Is Outlawed 
8. Thailand &ndash; New Anti-Rape Law Passed 
9. Uganda &ndash; Law Curbs Effects of Polygamy 
10. Uruguay &ndash; National Equal Opportunities Plan Is Launched 
 
11. Resources 
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1. Indonesia &ndash; ICEM A/P Women&rsquo;s Committee Meets 
 
The ICEM&rsquo;s Asia-Pacific Women&rsquo;s Committee met on 17 June in Jakarta, Indonesia, with the generous support of ICEM-JAF. ICEM welcomed three new affiliates from Indonesia, FARKES, KEP and KSBSI, and the many women that they organise. Most of the women at the meeting were from unions that organise the pharmaceuticals industries, reinforcing the trend that we have observed in the past. 
 
The Japanese delegation from UI Zensen, Karoken, Denryokusoren, Osaka Gas, and ICEM-JAF made a presentation on work-life balance. The Tokyo Electric Power Company, the company that generates 30% of electric power in Japan, set up diversity programme in 2006 in order to make the most of the diverse human resources in the company. The aim was to improve the working conditions and working environment in collaboration with management. on Gender Issues, ageing issues, handicapped issues, which should not keep people from working. This programme has meant that more women are retained. 
 
Women are entitled to six weeks before and eight weeks after childbirth at 100% pay. Childcare leave is possible, until the child turns 3. Pregnant women can have reduction of work time or workload, if they produce a doctor&rsquo;s certificate. 
 
More and more women are technicians and engineers, which involves work on top of power lines; working in radiation areas; or work underground, as well as supervising night work. With more women in these jobs, their needs are do get listened to. Currently, companies are cutting the workforce to cut costs, which often leads to longer work time for the workers who remain. Working long hours is not only a problem for work-life balance but also for heart disease and depression. Reducing working time is one major demand. 
 
In the Meiji Seika food and pharmaceuticals company, men also get full salary when they take childcare leave. Whatever is not paid by the government, is paid by the company. Men are also protected, so that both partners may have work-life balance. Not everyone is aware, however, of exactly what is provided. A lunchtime working group meets to advise those who may want to take advantage of the system. 
 
The three problem areas presented were getting agreement from the boss, getting back to work after leave, and getting agreement from colleagues. A guidebook has been published and distributed. Management organized a seminar for managers to acquaint them with the system, and then a joint committee was created. 
 
Karoken has produced case studies on maternity protection. Takeda Pharmaceuticals has four nursing rooms in four large Takeda sites. These are used for those women who are unable to take childcare leave because of their own work. 
 
Women must be included in committees involving working conditions, to help determine their own standards. There is a system for reducing work time (it can be reduced by one hour until the child starts primary school) but the salary is cut proportionately. Morning sickness leave is possible with 100% wage guarantee. 
 
Currently Takeda is recruiting more women. Flexibility in the system will likely lead to more men taking advantage of leave more often. 
 
Osaka Gas has set up a joint union-management committee on work-life balance made up of women and men. A booklet has been published to support work-life balance, especially regarding childcare. There is a support system for women returning from maternity leave. 
 
There must be contact between the worker and the employer during the leave, and women can be out on leave for three years. The father is also entitled to certain things. People on leave can have a PC loaned to them by the company with pertinent information so that they can work at home. 
 
In Japan, the Law to Support the Next Generation was passed to combat the ageing society and to encourage childbirth. The Welfare Labour Ministry provides certifications for action programmes, which cover children from the age of three until the start of primary school. The reduction of workload is also included. Working hours can be reduced until the child reaches third grade. The certification is granted to companies which reduce overtime, promote workers&rsquo; ability to take leave, and generally improve working conditions. 
 
In Japan, there is the problem in the reduction of permanent women&rsquo;s jobs. Young, male workers are also losing permanent jobs. Maternity issues &ndash; pregnancy, child delivery and childcare &ndash; are an obstacle to women working full time. If the company has a union, mothers can more easily continue to work after childbirth; small companies have a problem. Only 30% of mothers continue to work after childbirth in Japan. 
 
In conclusion, it was reaffirmed that maternity is a social function and must be seen as such. Maternity leave must be paid by social security. Women must get involved in politics and get politicians to improve laws, starting with ratifying ILO Convention 183 on Maternity Protection. 
 
Preparations continued for the Women&rsquo;s World Conference scheduled for 17-18 November 2007 in Bangkok, just prior to the ICEM Congress. The theme of the conference is Women &ndash; Work &ndash; 21st century. Burmese refugees and the Deputy Executive Director of the Thailand Government Pharmaceuticals Organisation (GPO) will speak to the conference. The first block will have peace as the theme and will contemplate Colombia, Nepal, Palestine, Iraq and Burma. Otherwise the conference will concern itself with employment issues, proposals for Congress and elections. Please Register for the Conference at your earliest convenience. 
 
The A/P women&rsquo;s committee proposed some amendments to the Congress motions on HIV/AIDS, contract and agency labour, and social dialogue. The Thai group proposed promoting a campaign on compulsory licensing. The reason is that housewives are the main focus of new HIV infections due to contamination from their husbands. But since they have less income than their husbands, they are less able to afford expensive drugs. Migrant workers, many of whom are women, also need more protection against HIV/AIDS. 
 
A Congress motion on women should indicate that ICEM strives for gender balance in all bodies. 
 
The committee elected, and the regional conference endorsed, the election of a woman from Thailand and a substitute from Japan to join the ICEM Executive Committee after the November 2007 Congress. 
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2. South Africa &ndash; African Regional Women&rsquo;s Conference Meets in Johannesburg 
 
The ICEM African Regional Women&rsquo;s Conference was held on 2 July in Johannesburg to prepare women&rsquo;s positions for the regional conference to be held the next day in Botswana, which followed by a few days. ICEM received sponsorship from a number of companies for the conference. 
 
In 2003, the women&rsquo;s conference set the main task of establishing the ICEM African women&rsquo;s committee. The goal was met. From now on, it will be a question of organizing activities to make real progress for African women in ICEM. 
 
ICEM has been running the shop steward development programme for some years now in Botswana, Zambia, Zimbabwe, and Tanzania. This programme has a women&rsquo;s component. The women&rsquo;s programme creates awareness of women&rsquo;s issues to make sure that leadership is developed. Since women are not always in the leadership structure, their issues are not always addressed. Women&rsquo;s health issues are one area that is often neglected. 
 
Employers tendency is to think of workers as male. Pregnant women have particular issues, but all women&rsquo;s issues are also very diverse than just maternity issues; health issues also encompass menstruation and menopause. Unions should negotiate for rest areas at work so that women can rest on the job instead of staying home. Employers expect women to adapt to the workplace instead of the other way around. 
 
Women in mining is a major topic in Africa. Some legislation denies women the right to work underground, but mining is a well-paid job. Still women need protections. Women need to learn to challenge things, not only at the workplace but at all levels. Women must be able to participate actively. They should not take positions at all costs if they are not prepared; they have to be able to deliver. Ultimately women must come into the mainstream to make the union strong. Role models are important, since those starting out should be able to look up to women who do have experience. 
 
ICEM affiliate National Union of Mineworkers (NUM) presented a resolution on the gender dynamics in HIV/AIDS. Women need to be empowered to take control in terms of condom use. Women in marriage negotiate on condoms without success. We must explore how best women can take control. 
 
The meeting decided to focus on the following topics in the coming years: HIV/AIDS and women workers; health and safety; leadership skills; expansion of projects to other countries; accountability; and reporting/information sharing. The next step will be for the women&rsquo;s committee to draft a charter for working women in Africa. This work will entail examining national legislations, constitutions, terms and conditions at work, collective agreements and ILO conventions. 
 
The conference elected Baru Gaithoboge from the Botswana Diamond Sorters and Valuators&rsquo; Union to chair the women&rsquo;s committee, and Oluchi Okorie from NUPENG, Nigeria, as vice-chair. They will be the ICEM Executive Committee member and substitute, respectively.
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3. Egypt &ndash; Egypt Bans Female Circumcision 
 
In June, a ban on female circumcision was announced to outlaw the practice, also known as genital mutilation, in Egypt, a country where some 90% of Egyptian women are subjected to the practice. The decree says no professionals will be allowed to perform this operation any more, and violators will be punished. 
 
Female circumcision is a flagrant example of physical and psychological violence against girl children. Muslim and Christian authorities have stated that the practice has no basis either in the Koran or the Koran. Circumcision is seen by conservatives as a way to protect women&rsquo;s chastity. The practice is still common in many African countries.
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4. Finland &ndash; The Gender Pay Gap Has Narrowed in Industry 
 
 
In the fourth quarter of 2006, the average wages of women in Finnish industry were 85% than those of men. In the second quarter 2002, the corresponding figure was 80%.
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&nbsp;5. SEWA in India Pursues Solar Alternatives 

The SEWA Bank and the SEWA Academy, part of the Self-Employed Women&rsquo;s Association in India, promoted an energy park for women to make the most of solar energy and biogas. Solar power and bio gas are of tremendous use to the self-employed. Women street vendors can use solar powered lamps to continue selling into the night and boost their revenues. Midwives can use specially designed lamps to deliver in homes without electricity. Solar lamps in homes can help children study and achieve better in school. Garment workers use solar energy to run sewing machines. Women have installed smokeless stoves. In addition to helping the women earn better livelihoods, there is no pollution with solar energy. SEWA hopes women will adopt solar energy on a large scale.
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&nbsp;6. Kuwait &ndash; Women Are Not Allowed to Work at Night 
 
Gulf News reported that the Kuwaiti Parliament has banned women from working at night. The new law prohibits women from working between 8 pm and 7 am outside the medical profession. Nor are women allowed to work in jobs that &ldquo;break public morals and in all-men service places at any time.&rdquo;
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&nbsp; 
7. Sierra Leone &ndash; Domestic Violence Is Outlawed 
 
The parliament in Sierra Leone passed a law to ban all domestic violence, and to guarantee women&rsquo;s inheritance rights and the right to register customary marriages. The law greatly improves women&rsquo;s status, especially in rural areas. 
 
The police may now either mediate disputes or support women who decide to take action. The registration of customary marriages enables women to own property, and the inheritance law guarantees them access to the property they are entitled to when their husbands die, without interference from extended families. 
 
Women must be aware of their rights, and the rights must be enforced.
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&nbsp; 
8. Thailand &ndash; New Anti-Rape Law Passed 
 
Thailand&rsquo;s National Assembly passed a new law at the end of June which criminalizes marital rape. The new law carries a monetary penalty, and also possible imprisonment of up to 20 years. The definition of &ldquo;victim&rdquo; has also been expanded so that men can also file charges against women or other men. 
 
Gay rights activists applaud the law because they now see protection for gays, lesbians and cross-dressers who are often targeted violently. Nevertheless it will take time for rape victims to speak out freely. The justice system is still a barrier, and people will still be afraid for a long time of continued violence at the hands of their aggressors.
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&nbsp; 
9. Uganda &ndash; Law Curbs Effects of Polygamy 
 
A new law in Uganda has decriminalized adultery for women and men. In Uganda, polygamy for men is legal in &ldquo;customary&rdquo; marriages, and thus men&rsquo;s adultery is tolerated. Women&rsquo;s adultery is stigmatized. 
 
The new law has implications for divorce, which is heavily stigmatized. Divorces should be easier to obtain. Now women will be able to divorce husbands who bring the HIV/AIDS virus home. The law also contains provisions regarding inheritance and rights to a widow&rsquo;s children. Women rights are slowly gaining protections in the law.
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10. Uruguay &ndash; National Equal Opportunities Plan Is Launched 
 
In June, the government presented the plan to end gender discrimination in Uruguay where inequality persists between men and women in access to power and work. 
 
The plan aims to reverse inequality and combat discrimination by facilitating women&rsquo;s access to the labour market, reviewing legislation to eliminate discrimination, providing equal access to housing and the social security system. Research into unpaid work will be promoted &ndash; women spend 67% of their time on unpaid work and 33% on paid work, while with men it is just the opposite. 
 
The Vice-President of Uruguay admitted that in macho societies, women are still constrained in roles that have no place in today&rsquo;s world.
<img height="38" src="" width="30" alt="" />
&nbsp; 
11. Resources:
&nbsp; 
European Foundation for the Improvement of Living and Working Conditions focuses on equal opportunities in the April issue of FOCUS available at: 
<a href="http://www.eurofound.europa.eu/publications/htmlfiles/ef0731.htm">http://www.eurofound.europa.eu/publications/htmlfiles/ef0731.htm</a> 
 
The British TUC reports on work-life balance news at <a href="http://www.tuc.org.uk/work_life/tuc-13468-f0.cfm ">http://www.tuc.org.uk/work_life/tuc-13468-f0.cfm </a> 
 
The second issue of the newsletter of the International Women and Mining Network is available at <a href="http://www.tuc.org.uk/work_life/tuc-13468-f0.cfm ">http://www.tuc.org.uk/work_life/tuc-13468-f0.cfm </a>e at&nbsp; 
 
The NEWSLETTER of the European Parliament Committee on women's rights and gender equality is available at: <a href="http://www.europarl.europa.eu/comparl/femm/news/2007/20070620_newsletter_en.pdf ">http://www.europarl.europa.eu/comparl/femm/news/2007/20070620_newsletter_en.pdf 
</a> 
BRIDGE supports gender advocacy and mainstreaming effort by bridging the gaps between theory, policy and practice with accessible and diverse gender information in print and online. See <a href="http://www.bridge.ids.ac.uk ">http://www.bridge.ids.ac.uk </a> 
 
Information on Equality in Spanish at AmecoPress <a href="http://www.amecopress.net ">http://www.amecopress.net </a>

ICEM WOMEN&quot;S BULLETIN 24

Archive

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US Steelworkers Ratify Master Framework Agreement with International Paper

ICEM WOMEN’S BULLETIN 25

ICEM WOMEN"S BULLETIN 24

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