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Going against the flow of today&rsquo;s business mantra on ethical and sustainable behaviour, China and India continue to sign energy agreements with the military dictators in Burma. 
Only last Friday, Indian President Abdul Kalam sealed such a new deal, which will allow India to tap into a part of Burma&rsquo;s vast natural gas reserves. As part of that deal, yet another pipeline will be built. In Burma, more pipelines mean more slave labour, and more misery for the Burmese people.&nbsp;
<img height="200" alt="" src="" width="200" />
This latest Indian deal follows the announcement late last year that the Burmese junta decided to sell a portion of its gas from the large Shwe project to China. 
By granting this and other rights to PetroChina and CNOOC (China National Offshore Oil Corp.), the military dictators opened up Burma&rsquo;s new natural gas resources to both regional superpowers, continuing their old habit of creating rivalries between them. Some gas will now, in part, be produced by Indian companies, but sold to China. Both nations are hungry for resources to drive their energy needs. 
 
These deals concern recently discovered offshore gas reserves, including the massive Shwe Project, operated by consortiums of Asian companies, including South Korea&rsquo;s Daewoo and India&rsquo;s state owned Oil and Natural Gas Corp. (ONGC). 
This is in addition to the other &lsquo;older&rsquo; gas fields in the region, such as Yadana and Yetagun, which are mainly operated by a mixture of OECD-based and regional companies, including Total, Unocal (now Chevron), Nippon Oil and Petronas of Malaysia. 
 
The &lsquo;newer&rsquo; fields are still largely in their test-drilling phases. Estimates on their combined size vary, but range from twice the size of the combined Yadana and Yetagun fields, to ten times as much. 
Together with a few recently discovered oil fields, they are likely to become the latest and maybe largest pool of resources at the hands of Burma&rsquo;s military cartel, widely known as one of the most horrific dictatorial regimes in the world. Burmese generals spend roughly half of their nation&rsquo;s budget on the army, a tool used to terrorize Burma&rsquo;s population. Spending on education or health services is nearly non-existent.&nbsp;
&nbsp;&nbsp;<img height="67" alt="" src="" width="100" />&nbsp;&nbsp;&nbsp;&nbsp; <img height="66" alt="" src="" width="100" />
With the Chinese and Indian investments comes a startling fact: the projects will entail at least two new pipelines built inside Burma, one to India and one to China. 
While China is &ldquo;studying&rdquo; building a pipeline from the Arakan coast to the Chinese province of Yunnan, India reportedly agreed with Burma to build a pipeline that will now be much longer than originally anticipated, bypassing Bangladesh and going via Burma into northeast India. 
 
&ldquo;We all know about the consequences of building pipelines in Burma: countless Burmese civilians may be subjected to forced labour and suffer from it, ranging from having to work under slavery conditions at gunpoint, at best, to being murdered at worst&ldquo; said Fred Higgs, ICEM General Secretary. 
 
History is clear about what happens when pipelines are built in Burma. While the onshore part of the pipeline that links the Yetagun and Yadana gas fields with Thailand is only 65 kilometres in length, construction of it brought serious human rights concerns with it. 
Forced labour was used in connection to the building of the pipeline by the omnipresent army, officially there to protect operations. Land confiscation without compensation, something common throughout Burma, is another likely consequence of the investment. Estimates on the current number of people forcibly displaced already range from a few hundred thousand to a few million. 
 
All this will be no different this time. According to the ILO, the United Nations agency that deals with labour issues, forced labour is still widespread in Burma.
Multinational companies still have to enter into joint-venture deals with Burmese state-run companies, in this case MOGE, the Myanmar Oil &amp; Gas Enterprise, a company owned and controlled by the army, which continues to control virtually all aspects of life in Burma.&nbsp;

India and China to boost forced labour in Burma

Contents
1. Australia&nbsp;-&nbsp;Companies Benefit from Treating Women Workers Well 
2. Brazil &ndash; Women of Colour Receive Half Pay 
3. China &ndash; More Protection for Female Migrant Workers? 
4. European Union &ndash; Eurostat Publishes Statistics; Commission Issues Gender Equality Roadmap 
5. France &ndash; Parliament Adopts Law to Allow Equal Pay for Women 
6. ICFTU &ndash; International Women&rsquo;s Day &ndash; Organising Campaign II 
7. South Africa &ndash; National Union of Mineworkers Holds 3rd National Women&rsquo;s Conference 
8. Spain &ndash; Equality Law between Men and Women; Agreement to Promote Women in Traditional Men&rsquo;s Jobs 
9. UNICEF &ndash; 4th Annual International Day of Zero Tolerance of Female Genital Mutilation 
10. United Kingdom &ndash; Women and Work Commission Issues &ldquo;Shaping a Fairer Future&rdquo; Report 
11. Resources 
 

1. Australia &ndash; Companies Benefit from Treating Women Workers Well 
 
Forward-thinking businesses in South Australia are reaping the benefits of treating their female staff well. Paid maternity leave, part-time work and mentoring are features that draw bright female employees to companies with &ldquo;Employer of Choice for Women&rdquo; citations. The awards were presented on 21 February 2006 by the Women in the Workplace Agency to a total of 116 companies nationally. 
 
Employees are seen to be selective about where they want to work, and many women use the list as a guide. As a rule, the listed employers have higher numbers of women at senior levels, succession plans for women in management, development plans for high achievers, paid maternity leave, high maternity leave retention rates and the ability to work part-time at all levels. 

2. Brazil &ndash; Women of Colour Receive Half Pay 
 
Women of colour in Brazil receive, on average, half the wages paid to white female workers. This was one of the findings of a survey conducted by the Special Secretariat for Women&rsquo;s Policies, based on data gathered between July and September 2005 in six Brazilian state capitals. 
According to the study, the biggest difference exists in the city of Salvador, Bahia, where women of colour receive on average US$247 per month, compared with white women&rsquo;s US$598 per month. In Rio de Janeiro, white female workers received US$468 per month, while their black counterparts earned half this amount. 
 
The data indicate that the government should make a greater effort to address the issue of race and gender, invest in schooling and job training for women, and raise awareness about workers&rsquo; rights. 
The study, which was completed in December 2005, covered the cities of Salvador, Rio de Janeiro, S&atilde;o Paulo, Belo Horizonte, Recife and Porto Alegre. The research was based on data from the Brazilian Institute of Geography and Statistics&rsquo; (IBGE) Monthly Employment Survey. (Source: Public Services International) 
 
 
3. China &ndash; More Protection for Female Migrant Workers? 
 
The All China Federation of Trade Unions (ACFTU) is stepping up its efforts to protect more migrant workers, especially women, according to a senior official. The ACFTU will work out rules to prevent female migrant workers from doing overtime and protect them from suffering from occupational diseases and sexual harassment. Surveys in different cities show that employers did not abide by the rules when hiring rural women. 
 
Trade unions in Northeast China&rsquo;s Heilongjiang Province found that 60 percent of female migrants who were questioned in the provincial capital Harbin did not sign labour contracts with their employers, and 62 percent of them suffered wage defaults. About 653,000 migrants were working in the city last year, and 35 percent of them were women. 
 
 
4. European Union &ndash; Eurostat Publishes Statistics; Commission Issues Gender Equality Roadmap 
 
In conjunction with the International Women&rsquo;s Day on 8 March 2006, Eurostat, the Statistical Office of the European Community, publishes statistics to provide information on women and men in the European Union (EU). For example, women in the EU live, on average, 6 years longer than men. More women than men aged 20 to 24 had completed at least upper secondary education in 2005 (80% of women compared to 75% of men). Almost a third of managers in the EU are women. 
 
The employment rate, that is the percentage of the working age population that has an employment, was lower for women than for men in all member states, 56% for women and 71% for men. The female employment rate varied between 34% in Malta and 71% in Denmark and Sweden. On average about a third of working women were in part-time jobs, compared to 7% of men. Women work longer hours than men, however, including domestic work. Only in the United Kingdom and Sweden are the number of hours worked by women and men almost equal. 
 
Eurostat also produces a study entitled How is the time of women and men distributed in Europe? For more information on both publications, see <a href="http://www.eu.int/comm/eurostat">http://www.eu.int/comm/eurostat</a>. 
 
The European Commission adopted a &ldquo;Roadmap for equality between men and women 2006-2010&rdquo; in view of International Women&rsquo;s Day. The roadmap sets out six priority areas for action in the 2006 to 2010 period: 
<ul>
 <li>
 <div>Achieving equal economic independence for women and men; </div>
 </li>
 <li>
 <div>Enhancing reconciliation of work, private and family life; </div>
 </li>
 <li>
 <div>Promoting equal participation of men and women in decision-making; </div>
 </li>
 <li>
 <div>Eradicating gender-based violence and trafficking; </div>
 </li>
 <li>
 <div>Eliminating gender stereotypes in society, and; </div>
 </li>
 <li>
 <div>Promoting gender equality outside the EU. </div>
 </li>
</ul>
The Committee on Women&rsquo;s Rights and Equality of the European Parliament has also adopted a number of texts, including on the future of the Lisbon strategy from a gender perspective and on the call for the Gender Equality Institute. 
 
 
5. France &ndash; Parliament Adopts Law to Allow Equal Pay for Women 
 
The French government adopted, on 23 February 2006, a law aimed at guaranteeing equal pay rights for women, who currently earn - on average - one-fifth less than their male counterparts. The text sets a five-year target for wiping out pay inequalities, calling for more negotiations between companies and unions, but does not provide for any sanctions. 
A national review, to be carried out in three years&rsquo; time, will decide whether to introduce financial penalties for employers who are in breach of the regulations. The law requires French companies to carry out their own audits every year, including a comparison of salaries by gender. 
 
 
6. ICFTU &ndash; International Women&rsquo;s Day &ndash; Organising Campaign II 
 
The International Confederation of Free Trade Unions, ICFTU, is launching phase two of the Global Unions&rsquo; Organising Campaign &ldquo;Unions for Women, Women for Unions&rdquo; on 8 March. The ICFTU Women&rsquo;s Committee decided that phase two will aim at a significant increase in female membership rates in trade unions, particularly amongst women workers in the export processing zones, in the informal economy, among migrant women workers and young women, as well as a net increase in women&rsquo;s representation in decision-making levels of trade unions. 
 
Through the campaign unions will continue to advocate for women workers&rsquo; rights. More focus will also go to transforming the cultural and structural barriers that prevent women from becoming active members and leaders. For more information see: <a href="http://www.icftu.org">www.icftu.org</a>. 
 
 
7. South Africa &ndash; National Union of Mineworkers Holds 3rd National Women&rsquo;s Conference 
 
The National Union of Mineworkers (NUM) held its 3rd National Women&rsquo;s Conference from 16 to 18 February 2006 in Johannesburg. The conference was held against the background of the 50th Commemoration of the Women&rsquo;s March to the Union Buildings in Pretoria, in 1956. It also was a prelude to the NUM Congress in May 2006. 
 
The theme of the conference was &ldquo;Mobilise, organise and lead against chains of domination, exploitation and oppression of women.&rdquo; 285 delegates attended the conference, including some 30 men. NUM&rsquo;s emphasis is on women&rsquo;s development in order to generate cadres. NUM&rsquo;s structures must also be an engine to generate women activists. There are now women in the regional structures in 5 of the 11 national regions. 
 
In 2004, when the Mining Charter was adopted, women made up 1.5% of the workforce in South African mines. Now it is 6%. Growing numbers of women are also engine drivers. In addition, there are currently much more women in the mining engineering school than before. 
 
 
8. Spain &ndash; Equality Law between Men and Women; Agreement to Promote Women in Traditional Men&rsquo;s Jobs 
 
Draft legislation was approved in Spain on equality between women and men. The aim is first to transpose the European directive into Spanish law and to define direct and indirect discrimination, sexual harassment and bullying. The sanctions to punish these violations are already set. 
 
Parental rights are defined and broadly extended. Measures to improve work-life balance are also provided for. Furthermore, gender-related social security rights are improved. The path is open for positive action measures to eliminate inequality. 
 
So far, equality plans are voluntary, but companies with more than 250 workers ought to try to set up such plans. 
 
An agreement was signed between the Education and Science Council, the Spanish Chemical Employers&rsquo; Federation, the CCOO Chemical and Textile Workers&rsquo; Federation (FITEQA-CCOO) and the UGT Industrial Federation (FIA-UGT) to increase the number of girls taking vocational training courses in sectors that are not traditionally feminine. The point is to develop programmes and activities in secondary schools to help avoid discrimination in the chemical industry. 
 
 
9. UNICEF &ndash; 4th Annual International Day of Zero Tolerance of Female Genital Mutilation 
 
6 February was UNICEF&rsquo;s 4th Annual International Day of Zero Tolerance of Female Genital Mutilation (FGM). UNICEF operates programmes in 18 of the 28 countries where this traditional practice exists. Of these 28 countries, 14 countries have passed anti-FGM laws. However, according to the London-based Foundation for Women&rsquo;s Health, Research and Development, only Burkina Faso, Ghana and Kenya actively uphold those laws. 
 
Countries have been under international pressure to ratify the African Union&rsquo;s Maputo Protocol banning FGM. However, they simultaneously face opposition to cultural change from many traditional ruling classes within their own societies. The African Union needs to set up a monitoring mechanism to follow compliance with the protocol. In addition, rights groups are needed to do field work to follow up at local level. 
 
 
10. United Kingdom &ndash; Women and Work Commission Issues &ldquo;Shaping a Fairer Future&rdquo; Report 
 
On 27 February 2006 the UK Government issued a report by the Women and Work Commission, entitled &ldquo;Shaping a Fairer Future&rdquo;. The commission was chaired by former Deputy General Secretary of the Transport and General Workers&rsquo; Union (and also former Chair of ICEM Women&rsquo;s Committee) Baroness Prosser. 
 
According to the report, women work in the lowest paid jobs, the so-called &ldquo;five c&rsquo;s&rdquo;: catering, cleaning, cashiering, clerical work and caring. The report claims that the equal pay gap is bad for the British economy and recommends 40 measures to boost women&rsquo;s careers and earnings. 
 
British trade unions, however, had mixed reviews about the report. The Transport and General Workers&rsquo; Union (T&amp;G) welcomed the report but also said the commission should have gone further and recommend a mandatory pay audit. &ldquo;Being a woman still means being paid less &ndash; a quarter less than men, which is the highest gap in Europe,&rdquo; said Diana Holland, T&amp;G&rsquo;s National Organiser for Women, Race and Equalities. 
&ldquo;Audits simply ensure an employer is complying with the law. Without an audit, employers will be vulnerable to thousands of individual, costly equal pay cases.&rdquo; 
For more information, see: 
<a href="http://www.womenandequalityunit.gov.uk/women_work_commission/index.htm">http://www.womenandequalityunit.gov.uk/ 
women_work_commission/index.htm</a> 
 
 
11. Resources
<ul>
 <li>WEDO's (Women&rsquo;s Environment and Development Organisation) Latest Global Monitoring Report: Beijing Betrayed. 
 
 In this appraisal of the status of women worldwide, which comes 10 years after governments adopted the groundbreaking &ldquo;Beijing Platform for Action&rdquo;, women in 150 countries assess the progress in the implementation the commitments. For the report, available in five languages, see <a href="http://www.wedo.org">www.wedo.org</a>. 
 
 </li>
 <li>UNESCO launched its initiative &ldquo;Women Make the News&rdquo; to ensure that the issue of gender equality must remain at the forefront of each society&rsquo;s agenda. See <a href="http://www.unesco.org/march8">www.unesco.org/march8</a>. 
 
 For news and information on the global action on gender and the media see <a href="http://www.whomakesthenews.org">http://www.whomakesthenews.org</a>. 
 
 </li>
 <li>The view the minimum wage and equality campaign in New Zealand, see <a href="http://www.supersizemypay.com">www.supersizemypay.com</a>. 
 
 </li>
 <li>Play an interactive game on working time at <a href="http://www.worksmart.org.uk">http://www.worksmart.org.uk</a>. 
 
 </li>
 <li>For a resource on good quality, affordable childcare, see the British TUC: <a href="http://www.tuc.org.uk/equality/tuc-11300-f0.cfm">www.tuc.org.uk/equality/tuc-11300-f0.cfm</a>. 
 
 </li>
 <li>To learn about women&rsquo;s vital contributions to peace and security, see <a href="http://www.womenwagingpeace.net">www.womenwagingpeace.net</a>. 
 
 </li>
 <li>Mama Cash works for social transformation and the advancement of women&rsquo;s rights worldwide. She strives for a peaceful and just world where women are free to make their own choices and secure their human rights: <a href="http://www.mamacash.nl">http://www.mamacash.nl</a>. 
 
 </li>
 <li>The International Transport Federation ITF has a campaign site that includes news on activities around the negotiation of equal rights for women airline employees in Jordan, the demonstrations outside train stations in France and India, and on surveys of women members in New Zealand. For information on strengthening women&rsquo;s participation in transport unions, see <a href="http://www.itfglobal.org/women/NetworkNews.cfm">www.itfglobal.org/women/NetworkNews.cfm</a>. 
 
 </li>
 <li>For information on the long-term earnings gap in the United States, Still a Man&rsquo;s Labor Market: The Long-term Earnings Gap, see the web site of the Institute for Women&rsquo;s Policy Research: <a href="http://www.iwpr.org">www.iwpr.org</a>. </li>
</ul>

ICEM WOMEN’S BULLETIN N° 9

<img height="40" alt="" src="" width="100" />
The mining world&rsquo;s largest stop-work action so far in 2006 ended on 31 August when Chilean copper miners of the Escondida Workers&rsquo; Union No. 1 voted, 1,607 to 121, to accept a 40-month collective agreement. 
A settlement, which ended the 25-day strike, occurred the day before when the union and BHP Billiton, the lead company in Minera Escondida Ltda., agreed to salary and bonus terms with the regional Labour Ministry serving as mediator. The Escondida mine is located in Chile&rsquo;s northern Region II. 
 
Miners won a satisfactory share of the huge profits made by the world&rsquo;s biggest copper producer. The union&rsquo;s 2,052 miners will receive a salary increase of 5% above Chile&rsquo;s inflation rate, or 8%, and a one-off bonus of US$17,000 per miner. The union had amended its demands in last week&rsquo;s bargaining to 8% above the inflation rate and a bonus of US$29,000. 
<img height="96" alt="" src="" width="100" />
The new agreement also includes universal health care coverage, education allowances, and interest-free loans, totalling about US$4,000 per miner. Workers began returning to their jobs late last week, with full production expected by the end of this week. 
 
Under Chilean labour law, workers can sign individual contracts and return to work after 16 strike days. BHP Billiton was hoping this would occur as it called for strike-breakers and a return to normal production. However, the company&rsquo;s scab plan failed and it increased a final pay offer when it became apparent that only a handful of miners &ndash; estimated at 20 &ndash; abandoned the strike. 
 
BHP Billiton, a 57.5% stakeholder in Minera Escondida, said in a statement that it is &ldquo;convinced that the final result of this large process will prove beneficial to both sides.&rdquo; The company and other stakeholders have seen profits triple from Escondida during the first six months of 2006, from US$936.9 million in the first half of 2005 to US$2.92 billion. The strike at the operation producing 8% of the world&rsquo;s copper supply stoked fears of a global shortage of the red metal. The current copper market is one of high demand, causing high pricing. 
 
The settlement will now loom large in negotiations between Chilean state-run copper company Corporacion Nacional del Cobre (Codelco) and its unions, covering 17,000 miners. Codelco&rsquo;s workers are among the lowest paid miners in Chile, while Escondida workers are now the highest. Negotiations between Codelco and unions at three of its four divisions begin in October 2006, with contract expirations coming on 30 November and 31 December. 
 
Codelco stands as the world&rsquo;s biggest copper company, with huge reserves at its Andina, Norte, El Salvador, and El Teniente mines. Some 25% of the world&rsquo;s total supply of copper originates from Chile.

Chile’s Copper Strike at BHP Billiton’s Minera Escondida Ends

<img height="40" alt="" src="" width="100" />
Several French trade unions are resisting the government&rsquo;s forced privatisation of Gaz de France through a merger with French-Belgian water and power concern, Suez Group. Three salaried administrators on the company&rsquo;s board, representing the trade union CGT, were successful last week before an Appeals Court in Paris in ordering the utility&rsquo;s management to hold an extraordinary board meeting to discuss anti-trust concerns raised on 18 August by the European Commission. 
 
That board meeting was held on 1 September, six days before French parliamentarians will take the matter up in the National Assembly. All four unions represented on Gaz de France&rsquo;s board, including FO, CFE-CGC and ICEM affiliate FCE-CFDT, claim that the objections by the European Commission present serious warning signs and warrant full disclosure. 
<img height="67" alt="" src="" width="100" />
The government-brokered merger deal was set in motion last spring by French Prime Minister Dominique de Villepin to block a hostile takeover of Suez by Italian energy company Enel. If a Gaz de France-Suez merger were to become a reality, it would break a pledge contained in a 2004 French law which states that at least 70% of Gaz de France would remain in the state&rsquo;s hands. The proposed &euro;72 billion merger would mean the government&rsquo;s stake in the combined company would be diluted to 34%.
The CGT is threatening a strike sometime in September if the proposal in the National Assembly to validate the merger isn&rsquo;t defeated. In addition, CGT, FO and CFTC have called for national mobilisations on 12 September against the privatisation. 
 
FCE-CFDT is hostile to privatising Gaz de France and believes the state must continue to be the major shareholder of the utility. But the union is not opposed to closer cooperation between Gaz de France and Suez.

French Unions Press Issue on Gaz de France Privatisation

<img height="40" alt="" src="" width="100" />
The Mineworkers&rsquo; Union of Namibia (MUN) has scored an important victory for fixed-term contract workers at a diamond-cutting and polishing factory in the capital city of Windhoek. Last week, ICEM affiliate MUN successfully completed negotiations with the Namibian managers of Israel-based Lev Leviev Diamonds LLD. The agreement will make 356 mainly young workers into permanent employees, complete with rights and benefits. 
 
&ldquo;Workers are happy about the fact they have representation,&rdquo; MUN General Secretary Joseph Hengari told the ICEM. &ldquo;There have been many shortcomings in work procedures since this factory started and our duty now is to bring these technicalities to a close to the benefit of workers.&rdquo; 
<img height="237" src="" width="200" alt="" />
In late July, about a quarter of the workers at the Lev Leviev enterprise struck after they were given an ultimatum by managers to sign new 12-month-long individual contracts for the third time. Strike leaders contacted the MUN, whose intervention ended the strike and began collective negotiations with the company. 
 
MUN&rsquo;s involvement also proves beneficial to the company, which had been operating without knowledge of local laws, without a functioning human resources department, and without a proper method of salary calculations. In fact, one major grievance that led to the 27 July strike was the fact that individual contracts disqualified the workers from getting a basic salary unless they reached certain production quotas. 
 
MUN will soon become the official bargaining representative at the Lev Leviev plant. During two weeks of intense negotiations in August that covered a number of employment issues including salary and remuneration, MUN and the company agreed to make the 356 workers permanent effective 1 September. All 356 applied for membership to the MUN. In addition, another 56 were classified as trainees, but will progress from that status to permanent workers in the near future. The company also says it intends to bring another 120 trainees into the plant, with the aim of having a total of over 500 permanent workers. 
 
The diamond-cutting and polishing operation opened in mid-2004 and has a capacity to produce 25,000 carats of polished stones monthly. The factory currently is dependent on rough stones mined from another Lev Leviev enterprise, the Sakawa Mining Corporation of The Netherlands, located in offshore areas of southern Namibia. But the company is attempting to convince the Namdeb Diamond Corporation, the country&rsquo;s joint venture with DeBeers, to supply rough stones to the factory in order to fully promote local beneficiation of Namibian diamonds.

ICEM Namibian Affiliate Succeeds in Making Diamond Polishing Jobs Permanent

Nigerian oil workers&rsquo; unions NUPENG and PENGASSAN demand the immediate release of a comrade recently kidnapped in Bayelsa State. Nelson Ujeya, the Community Liaison Officer for Shell Petroleum Development Company Ltd, a trade union member of white-collar PENGASSAN, was abducted on 8 August following an official visit to the Letugbene community to examine community projects. 
 
A NUPENGASSAN union communiqu&eacute; said the kidnapping occurred &ldquo;in the full glare of a team of senior Bayelsa State Government officials&rdquo; following the coordinated visit with officials to Letugbene. 
The two ICEM affiliates demanded in the statement &ldquo;that the Government and good people of Bayelsa should immediately produce our member whom they invited to a Community-related assignment.&rdquo; 
<img height="135" alt="" src="" width="130" />&nbsp;&nbsp;&nbsp;&nbsp; <img height="126" alt="" src="" width="120" />
&ldquo;On our part, considering the escalation of kidnapping and other violent acts in the Niger Delta Region, we are under tremendous pressure to take action that will guarantee the safety of lives and properties of our members.&rdquo; 
 
In Nigeria, NUPENG and PENGASSAN have been consistent in the call for a stop to the senseless kidnappings of oil workers&rsquo; of any nationality, but also for state and federal governments, as well as oil industry enterprises, to do more inside Niger Delta communities. 
 
The two unions, operating under the aegis NUPENGASSAN, call for education and skill development, and other meaningful social protections that improve the quality of life in these oil-rich areas. The ICEM stands behind the efforts of NUPENGASSAN, and applauds their trade union voice on this extremely serious problem in the global oil industry.

Call for Release of Kidnapped PENGASSAN Member in Nigeria

<img height="40" src="" width="100" alt="" />
Two UK trade unions, the Transport &amp; General Workers&rsquo; Union (TGWU) and Amicus, received a new pay offer last week after they issued a date for a one-day work stoppage. Pirelli of Italy increased its pay offer made to 1,100 tyre workers in the British Midlands to 3%, after attempting to force an unacceptable 2.2% raise on workers. 
<img height="50" src="" width="100" alt="" />
Workers and their union leaders at a Pirelli tyre plant in Carlisle and at another facility in Burton-on-Trent chose this coming Friday, 24 August, for industrial action. TGWU and Amicus members will now consider the offer in consultations. A Pirelli spokesman said the company was hoping to &ldquo;move forward from our national dispute&rdquo; to an agreement. 
 
The company offered 1.1% when bargaining began in April. Workers voted for industrial action by 75% after the company had revised the pay offer to 2.2%. TGWU represents most workers at the two Pirelli worksites, including the auto and light truck tyre plant in Carlisle.

Pirelli Heads Off UK Industrial Action with New Tyre Offer

<img height="40" alt="" src="" width="100" />
In a meeting with French building materials company Imerys last week, British trade union Transport &amp; General Workers&rsquo; Union (TGWU) asked the company to reconsider its plans to cut 800 jobs by the beginning of 2008 in Cornwall, Devon, and Lee Moor in the country&rsquo;s South West. 
 
TGWU said the job cuts, which would bring economic devastation to the region, are &ldquo;totally unjustified&rdquo; and said the company must give serious consideration to counter proposals put forward at the 15 August meeting. 
<img height="55" alt="" src="" width="100" />&nbsp;&nbsp; &nbsp;&nbsp; <img height="62" alt="" src="" width="120" />
&ldquo;The company is in a strong position to have a bright future in Cornwall, and everything should be done to persuade them to stay,&rdquo; said TGWU National Secretary Jennie Formby. &ldquo;(Imerys has) a hardworking, long-serving workforce who deserve better than being dismissed with massive job cuts and a redundancy offer that will in no way compensate for their lost employment.&rdquo; 
 
Added Malcolm Mellow, TGWU Convenor at Imerys in the South West: &ldquo;Members have been rocked by the news that they will lose their jobs after devoting years of loyal service to Imerys. The workforce and their families deserve better.&rdquo; 
 
Imerys cut some jobs in the region in 2004, but promised then that the remaining 800 jobs would be secure. That pledge was breached early in July 2006 when a proposed restructuring plan surfaced saying the vast majority of jobs in kaolin mining and processing at former English China Clay operations would be lost, and the work transferred to Brazil. Imerys bought English China Clay in 1999. 
 
The ICEM is working with affiliate TGWU, as well as with UK affiliated trade union Amicus, which represents a smaller number of Imerys workers in the South West, to preserve the jobs and the region&rsquo;s economic viability.

UK’s TGWU Meets with Imerys to Dissuade Job Cuts

An alliance between two Global Union Federations (GUFs) covering oil and gas workers became stronger this week when delegates to the International Transport Workers&rsquo; Federation (ITF) Congress in Durban, South Africa, gave rousing support to the ICEM/ITF Global Oil and Gas Industry Trade Union Alliance. The ITF and the International Chemical, Energy, Mine &amp; General Workers&rsquo; Unions (ICEM) have been jointly operating workers&rsquo; rights efforts in various parts of the world over the past two years. 
 
The ITF represents 4.5 million transport and logistics workers from 624 affiliated trade unions in 142 countries. The ICEM represents 20 million trade unionists from 379 affiliates in 123 countries.&nbsp;The ITF is&nbsp;based in London, while the ICEM is headquartered in Brussels.&nbsp; 
 
The two-year cooperative arrangement between the GUFs has mostly centered on the offshore portion of the industries. The official launch of the ICEM/ITF Global Oil and Gas Industry Trade Union Alliance now means that onshore work, from extraction and refining to distribution will get equal attention. 
 
&ldquo;The success that we&rsquo;ve had over the past two years demonstrates the strong synergies that exist between the two organisations,&rdquo; stated ICEM General Secretary Fred Higgs. &ldquo;Today&rsquo;s energy market and its inter-connecting infrastructure make this alliance a natural for workers&rsquo; and their trade unions to have far more power and influence at the very highest international levels of the major companies controlling these crucial markets.&rdquo; 
 
The union federations will organise on issues from the &ldquo;wellhead to the wheel,&rdquo; the motto adopted during the two-year-old project. It means forging a common bond of all workers engaged in work in the oil and gas sectors, from exploration, refining, to manufacture &ndash; ICEM&rsquo;s traditional sectors &ndash; through to distribution, including sea, road, rail, and pipeline, ITF&rsquo;s areas. 
 
The two GUFs have put in place a joint structure that includes affiliated trade unions of both organisations. Besides cooperating effectively on strategic issues that have arisen in such places as the Timor Sea, the Caspian Region, and Nigeria and West Africa, the alliance has mapped trade unions that exist across several oil companies and their major service contractors. The alliance will utilise ICEM&rsquo;s existing Global Framework Agreements to include transport services, and it will place a special emphasis on extending job protections to the massive number of contract workers employed throughout the oil and gas sectors. 

Contact: Dick Blin, ICEM Information Officer 
+32 2 626 2026 
+32 4 74 88 00 54 (mobile)

‘From Wellhead to Wheel,’ Global Oil and Gas Trade Union Alliance Surfaces

ICEM WOMEN&#039;S BULLETIN No. 14 - August 2006

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UK’s TGWU Meets with Imerys to Dissuade Job Cuts

‘From Wellhead to Wheel,’ Global Oil and Gas Trade Union Alliance Surfaces

ICEM WOMEN'S BULLETIN No. 14 - August 2006

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