English

Español

Français

Aerospace

Automotive

Base metals

Chemical, pharmaceutical and bio-science

Energy

Glass, cement, ceramic and associated industries

ICT, electrical and electronics

Mechanical Engineering

Mining and DGOJP

Pulp and paper

Rubber

Shipbuilding and shipbreaking

Textile, garment, shoes, leather and textile services

Sectors

Action Plan 2025-2029

Action on textile and garment industry

Clean up shipbreaking

Ratify ILO C176

United for a just future - time to pay up!

Disinvest from Myanmar

Campaigns

Global Framework Agreements

Union building

White-collar workers

Health & safety

Industry 4.0

Women

Youth

LGBTQI+

Gender, equality, diversity and inclusion (GEDI)

Just Transition

Organizing with industriALL

What we do

Affiliates

Statutes

Elected Officials

Executive Committee

Geneva head office

South East Asia

Eastern Europe, Central Asia and the Caucasus

Latin America and the Caribbean

Middle East and North Africa

South Asia

Sub-Saharan Africa

Regional offices

About us

Global worker No1 2022

Global worker No2 2022

Publications

Resources

Press

Click <a href="/wp-content/migration/icem/0511drugtesting.ppt">here</a> for an ICEM Powerpoint presentation on Drug Testing in and around the workplace.
The presentation offers an international overview on current regulations and practices in the area of work related drug testing. It discusses, amongst others things, the different rules and legislations that apply, providing a large number of country overviews. It also takes a look at the ILO's position on the subject and, towards the end, talks about the role of civil society. 
The presentation was made in October 2005 at a Special Energy Conference, organised by the CEP, ICEM affiliate in Canada, in Vancouver.

ICEM Powerpoint presentation on Drug Testing

<img height="59" src="" width="120" alt="" />
Negotiations resume today in the bitter 10-day strike at Stora Enso&rsquo;s Langerbrugge paper mill in Gent, Belgium. 
ICEM affiliate ABVV-FGTB and other unions are striking over local mill management&rsquo;s callous style of labour relations. Managers have pitched ultimatums and reactive measures at the workforce of 330 in the newsprint and publications papers operation since workers requested standard wage talks last spring. Then, management agreed to negotiations but only if 24 job cuts went along. 
Workers rejected a miniscule &euro;.12-an-hour pay hike with a 98% vote and Langerbrugge managers slammed the door on further dialogue. Even after the brewing dispute came to national level, management took an antagonistic bargaining posture and the matter went to a national conciliation. 
Unions issued a formal strike notice to Stora Enso if the conciliator&rsquo;s wage offer was voted down in a vote of workers by 66.67%. The conciliator&rsquo;s offer of &euro;.17-an-hour failed by a 78.7% vote, and workers struck on 28 October. 
Last week, paper mill management escalated the dispute by petitioning courts to impose a &euro;1,000-a-day fine on the unions for every worker turned away at plant gate pickets. To date, only 20 or so of the 330 workers have crossed picket lines, and those are employees in ancillary positions who fear their services will be contracted out.
Since the strike began, workers responded to a survey with 61.5% saying management&rsquo;s ultimatums were unacceptable, and they would continue a course demanding mutual respect in social dialogue. Langerbrugge bosses, however, have continued, in the words of one union leader, &ldquo;ill style of management&rdquo; by threatening to call off the start of talks today if workers were to receive picket-line support and solidarity from other workers. 
Managers have portrayed the dispute as &ldquo;all about pay&rdquo; in the trade press, but, in fact, the dispute in Gent is about an abusive and dictatorial approach to collective negotiations by Stora-Enso managers.

Harsh, Abusive Management Style Leads to Stora-Enso Strike in Belgium

Requesting solidarity from the ICEM 
If you are requesting solidarity from the ICEM, take a look at this checklist so that we can give you the best help we can. 
 
Is there an international dimension?
Before contacting the ICEM your union needs to make a decision whether the problem you are facing or anticipating has an international dimension. 
 
This could be the case if: 
<ul>
 <li>
 <div>The company you are having problems with is a MNC or has clients abroad </div>
 </li>
 <li>
 <div>The problem you are facing involves the violation of a fundamental principle e.g. the right to organize or bargain </div>
 </li>
 <li>
 <div>The problem you are facing involves an issue that you think the ICEM has particular expertise in e.g. health, safety or the environment </div>
 </li>
</ul>
Give early notice
If it is anticipated that a dispute will arise send complete background information to ICEM, before the crisis begins. 
Too often requests for action are made after the conflict is so advanced that possibilities for effective international intervention are limited. In principle, the ICEM should be informed of any serious problem in any company or subsidiary and related problems with governments. Such information may be useful to other affiliates. 
 
Provide complete information on the company and the dispute
Tell us as much as you know about the company. Where possible, this should include: 
<ul>
 <li>
 <div>Full name of the company or subsidiary </div>
 </li>
 <li>
 <div>Name and title of senior managers in the dispute </div>
 </li>
 <li>
 <div>Full address, telephone, fax numbers and email addresses of these managers </div>
 </li>
 <li>
 <div>If the company is a subsidiary tell us anything you know about the precise relationship with the parent company. Is it a wholly-owned subsidiary, a franchise, a joint venture or does it have another relationship with the parent company? </div>
 </li>
 <li>
 <div>What does the company produce? </div>
 </li>
 <li>
 <div>Who are its major suppliers? </div>
 </li>
 <li>
 <div>Who are its major customers? </div>
 </li>
</ul>
Tell us everything you know about the dispute. This should include: 
<ul>
 <li>Number of employees and how many are engaged in the conflict? </li>
 <li>What is the background to the conflict? </li>
</ul>
It is of particular importance that ICEM is provided with accurate and full information. If an intervention is made and some aspect of the information is wrong or incomplete, it is likely to undermine the credibility of the trade union and the ICEM. If, for example, during a dispute, a company has found to be in violation of the law, but the union has also been found at fault, both pieces of information must be supplied and explained. 
 
Even if information is accurate, it may not be of much use if it is not well documented. Data must contain details that are convincing and make a conflict come alive to trade unionists in another country. The same good practice for trade union work at home, posing and answering all the right questions starting with who, what, where, when, why. 
 
Equally important to the information provided is the speed in which things can get done. For instance, If fax numbers or email addresses of the company or in some cases government departments can be provided action can sometimes be taken almost instantly. As some actions will be urgent, this may improve the chances for success. 
 
Indicate what do you want the ICEM and its affiliates to do?&nbsp;
Solidarity actions may require a variety of tactics. What works in one situation may not work in another. It is important to have a clear idea of what you think will be effective. In general, ICEM affiliates are more likely to respond forcefully to requests for intervention when the dispute concerns basic trade union principles such as the right to organise, than if it is over a collective bargaining dispute that is not an issue of fundamental rights. 
 
Make regular reports of developments
In order to evaluate the effectiveness of solidarity actions and to keep unions that provide assistance fully informed at all stages, the ICEM must receive regular reports from the union requesting the intervention. The ICEM needs to be informed promptly to any significant changes or escalation in any dispute. The ICEM must know if and when a dispute has been resolved, and should be advised of the terms of settlement. Win or lose, solidarity partners in other countries should be thanked for their help. 
 
Appoint a coordinator 
 
It is good practice to designate a single person or contact point in your union to coordinate communications with the ICEM concerning a dispute and to make all communications as efficient and direct as possible. 

Responding to requests 
If you are responding to a call for solidarity from ICEM, look at this checklist first so that coordinated action can best be developed. 
 
Respond on a routine basis
The most frequent request for solidarity is a request for a letter, fax or email message. In many situations, the timely arrival of a sizeable number of protest or support messages can have a positive impact. 
 
Try to meet specific requests 
There may be times when your union will be the only good source for specific information on a particular company or subsidiary in your country. The ICEM may receive many requests from affiliates for information on trade union organisations within a MNC for example. Sometimes the ICEM will not have that information on file. In other cases, one affiliate may ask the ICEM to transmit a request to another affiliate in the company&rsquo;s home country for intervention. 
While it is not always possible to meet such requests, the ICEM must be able to report back as to what, if any, action is being taken. Thus it is imperative that affiliates being asked respond in one manner or another. 
 
Advise the ICEM on what it can do to facilitate your responses to requests for Solidarity Actions
If you need assistance in responding to a request for solidarity action just contact the relevant ICEM industrial officer. You may need to provide more information to get an update on the dispute, or you may need assistance with language or preparing letters or publications. 
 
Send copies of messages, and information on any other action taken, to the ICEM
This helps the ICEM provide updated information on actions, and to evaluate the status of a specific action. This also includes forwarding press releases. 
This checklist is an adapted version of a checklist produced in the ICFTU publication&nbsp; 
&nbsp;

ICEM Solidarity Checklist

The second issue of the ICEM e-bulletin on HIV/AIDS is here. At the beginning of this issue we would like to draw your attention to the new ICEM website <a href="http://www.icem.org">www.icem.org</a>. Visit the website and click on HIV/AIDS. You will find the latest articles from ICEM sources. Links lead you to important HIV/AIDS sites of intergovernmental organisations and other Global Union Federations. 
You can also find useful materials such as the ILO Code of Practice on HIV/AIDS and the world of work or the HIV/AIDS Mining Tool Kit produced by the International Finance Corporation of the World Bank Group, as well as the Annual Report of the Global Fund to Fight HIV/AIDS, Tuberculosis and Malaria and the statistical updates on the pandemic published by UNAIDS. 
To introduce the subject of HIV/AIDS and the workplace, the ICEM has developed Power Point Presentations, which can be accessed through the website. There are versions for the regions Africa, Asia, Eastern Europe and Central Asia and Latin America as well as a global generic version. Download and use them for your own awareness and prevention activities. 
 
We reiterate our call from the first issue of the e-bulletin. To spread the information on new agreements and campaigns and to build on best practices, affiliates and project coordinators are invited to send news and information to <a href="mailto:hiv.aids@icem.org">hiv.aids@icem.org</a>. Any feedback on the format and contents of the e-bulletin is also welcome. 
 
To subscribe to the e-bulletin, send an e-mail to <a href="mailto:press@icem.org">press@icem.org</a>. Please put &ldquo;subscribe ICEM HIV/AIDS e-bulletin&rdquo; in the subject line. 
 
Unfortunately, the e-bulletin can only be published in English. For a free automated (non-ICEM) translation of this HIV-AIDS bulletin into other languages, you may want to try <a href="http://babelfish.altavista.com/tr">http://babelfish.altavista.com/tr</a>&nbsp;or <a href="http://www.google.com/language_tools">http://www.google.com/language_tools</a>&nbsp;and insert the following URL into the window &ldquo;Translate a Web page&ldquo;:&nbsp; 
<a href="/index.php?id=72&amp;doc=1479 ">www.icem.org/index.php?id=72&amp;doc=1479 </a> 
 
 
ICEM-JAF Asia and Pacific Seminar Focuses on HIV/AIDS 
 
The Asia and Pacific Seminar held in Tokyo on 27 October in conjunction with the 30th anniversary of ICEM-JAF, the coordinating body of ICEM affiliates in Japan, focussed on HIV/AIDS and the workplace. In his opening address, Kiyoshi Ochiai, the Chairperson of ICEM-JAF and the ICEM Asia and Pacific Region, stressed the increasing relevance of the topic for the region and the need for increasing workplace activities by unions.
After an introduction by ICEM General Secretary Fred Higgs, the Global HIV/AIDS Coordinator, Hans Schwass, gave a power point presentation and facilitated the session, which included country reports and presentations by Japanese organisations of people living with HIV/AIDS (PLWHA), such as PEOPLE Tokyo (Positive Living and Community Empowerment), the NGO-TU Forum on PLWHA collaboration and JaNP+ (Japanese Network of PLWHA). 
 
Trade union leaders from 14 countries and a large number of Japanese participants responded well to the message to intensify work on HIV/AIDS in the workplace and to increase awareness and prevention campaigns. The very timely seminar laid the foundation for the expansion of ICEM&rsquo;s work in the Asia and Pacific region. 
 
 
New Lafarge Global Agreement Contains HIV/AIDS Clause 
 
The ICEM jointly with the IFBWW, the Global Union Federation for building and woodworkers, signed its twelfth global agreement with a multinational company. 
The agreement with the French-based building materials manufacturer Lafarge on corporate social responsibility and international industrial relations cites the ILO&rsquo;s Declaration on Fundamental Principles and Rights at Work, the ILO&rsquo;s Tripartite Declaration of Principles on Multinational Enterprises and Social Policy, the United Nation&rsquo;s Global Compact and the OECD&rsquo;s Guidelines for Multinational Enterprises. It contains a clause on HIV/AIDS committing the signatories to raise awareness and initiate prevention programmes in compliance with the ILO Code of Practice on HIV/AIDS and the world of work. 
 
 
WHO/Global Union Meeting Welcomes Universal Access 
 
In a historic first meeting in Geneva on 6 and 7 October, WHO/AIDS representatives from field offices in Africa and from the Head Office and trade union leaders from six sub-Saharan African countries together with representatives from Global Unions discussed the unions&rsquo; support for expanded access to treatment. Although the 3x5 Initiative had brought treatment to one million people by June 2005, the goal of the Initiative of three million by the end of 2005 will not be reached. 
The WHO recognises the role unions can play in scaling up treatment and achieving universal access. Meetings are planned at national levels in the six countries to develop sustaining partnerships between trade unions, WHO/AIDS, UNAIDS and ILOAIDS. 
 
 
COSATU Slams Government&rsquo;s Response to HIV/AIDS
The Congress of South African Trade Unions (COSATU) has renewed its attack on President Thabo Mbeki and Health Minister Tshabalala-Msimang for failing to provide leadership in addressing the country&rsquo;s HIV/AIDS pandemic. Speaking at the Treatment Action Campaign&rsquo;s (TAC) annual conference, COSATU General Secretary Zwelinzima Vavi said that &ldquo;denialism&rdquo; meant the effects of HIV/AIDS were all too often ignored. 
The trade union federation has long been a supporter of TAC&rsquo;s campaign to force the government to roll out antiretroviral treatment for people living with HIV/AIDS. &ldquo;We are sitting by while the biggest threat to our nation since apartheid is ruining our families and our communities,&rdquo; said Vavi. 
 
According to TAC, about 10,000 people were receiving antiretroviral treatment at public health facilities. This meant that government had failed to reach its own (already low) target of 53,000 people. It is estimated that for every 10 people who needed antiretroviral treatment, only one was getting it through the public sector and another one through the private sector. 
 
(Source: Business Day, Johannesburg, 26 September 2005) 
 
 
Global Fund Approves Fifth Round of Grants 
 
At its eleventh board meeting in Geneva on 28-30 September, the Global Fund board approved 26 Round 5 grants in 20 countries that will cost US$382 million over the first two years, and provisionally approved, subject to sufficient funding being received next year, a further 37 grants that will cost US$344 million over the first two years. In total, these 63 &quot;immediately approved&quot; plus &quot;provisionally approved&quot; proposals will cost US$726 million over the first two years, and US$1.8 billion over five years. (The Fund approves proposals for five years but initially only commits funds for the first two years). 
 
The reason that some of the grants were only provisionally approved is that the Fund is short of cash (see article in e-bulletin No. 1); this, in turn, is because 2005 is the first year in which substantial amounts of money need to be spent on renewal of grants from earlier Rounds that have reached the end of their first two years. 
Grants that have only been provisionally approved will be formally approved in 2006 when sufficient donor pledges are received. However, any grants provisionally approved for which insufficient pledges have been received by the end of June 2006 will become &quot;un-approved.&quot; Of the 63 grants to be eventually approved, AIDS grants account for 40% of funding while tuberculosis and malaria grants account for 27% each with the remaining funding dedicated to strengthen health systems. Africa receives 66% of the new funding. 
 
The board made no decision as to when Round 6 will take place. 
 
(Source: Global Fund Press Release of 30 September and Global Fund Observer Newsletter, Issue 51 of 3 October 2005) 
 
The GFO is an independent source of news, analysis and commentary about the Global Fund. The Newsletter is provided free of charge; to receive it send an e-mail to <a href="mailto:receive-gfo-newsletter@aidspan.org">receive-gfo-newsletter@aidspan.org</a>.

ICEM HIV/AIDS e-bulletin - No. 2

<img height="55" alt="" src="" width="138" />
The ICFTU&rsquo;s Annual Survey of Trade Union Rights Violations was released 18 October, covering the year 2004. 
<img height="135" alt="" src="" width="100" />
The union confederation of national labour centers found a total of 145 murders of trade union leaders in 2004, 16 higher than in 2003. And again in 2004, Colombia leads the world with 99 killings of union leaders. 
The report, which documents over 700 violent attacks on trade union leaders in 136 countries, can be found at <a href="http://www.icftu.org/survey2005">www.icftu.org/survey2005</a>.

99 Colombian Trade Unionists Murdered in 2004, Says ICFTU

<img height="55" alt="" src="" width="138" />
Spanish affiliate FITEQA-CCOO conducted a meeting 24-26 October in Brazil of workers employed for Repsol YPF, the world&rsquo;s tenth largest private oil company headquartered in Spain. 
The meeting, coordinated by FITEQA-CCOO&rsquo;s Isidor Boix and Helio Seidel of FUP Brazil, served as a start for making concrete improvements for workers of Repsol in Latin America. A second such meeting will be held next year in Argentina, the country with the second highest number of Repsol employees after Spain. 
The conclusions of the meeting can be found <a href="/wp-content/migration/icem/0511conclusionesBrazil.pdf">here</a> (in Spanish and Portuguese only).

Spanish Union Aids Repsol Networking in South America

<img height="55" alt="" src="" width="138" />
Croatian ICEM affiliate Autonomous Trade Union in Power Industry, Chemistry and Non-Metal Industry (EKN) has a merger agreement in place with another powerful union in the Balkan country. 
On 19 October, EKN&rsquo;s Main Committee and the committee of the Metalworkers&rsquo; Trade Union of Croatia (SMH) signed a declaration of intent to merge to create the Confederation of the Trade Union of Metal and Chemical Industries.
The two unions will hold concurrent congresses in 2006 to formalize the merger, and a two-year process is proposed to coordinate the merger of affiliated unions into the new trade union, which will be independent and free from political party association.

ICEM Affiliate in Croatia to Merge with Metalworkers Union

<img height="55" alt="" src="" width="138" />
The ICEM has issued an urgent Circular to all affiliates for solidarity action on behalf of a branch of the Communications, Energy, Paperworkers (CEP) of Canada concerning a five-month strike at a plant of Invista, a global chemicals company owned by US-based Koch Industries.
The Circular can be found at <a href="/?id=155&amp;doc=1464">/?id=155&amp;doc=1464</a>&nbsp;and will be available in all statutory languages by clicking the respective language at the top-left of the homepage. ICEM has provided two model letters, one to the CEP local union as a sign of support, the other a protest letter to management in the US.

Urgent Action Needed in Support of Striking Canadian Union

The ICEM today, 12 September, signed its first Global Framework Agreement in the Materials Sector&mdash;a social responsibility code of behaviour with French-based Lafarge, a building materials manufacturer. The agreement was signed in Paris jointly with the global union federation International Federation of Building and Wood Workers (IFBWW), and the World Federation of Building and Woodworkers Unions (WFBWU), a Christian labour federation. 
 
The Global Agreement marks ICEM&rsquo;s twelfth such international code of standards contract with a multinational enterprise, and the second that has been jointly signed with another global union federation. 
 
&ldquo;We welcome Lafarge&rsquo;s commitment to uphold high principles of social responsibility in all global operations, whether it&rsquo;s on workers&rsquo; rights, union recognition, environment, health and safety, or other recognised international work standards,&rdquo; stated ICEM General Secretary Fred Higgs. 
 
IFBWW General Secretary Anita Normark also welcomed the commitment of Lafarge to apply international labour standards at all worksites worldwide. &ldquo;The value added of the agreement with Lafarge must be seen, that the three federations have a global network of trade unions which are able to monitor the agreement,&rdquo; said Normark. 
 
&ldquo;Lafarge is convinced that there can be no sustainable economic success without progress in the fields of social responsibility and environmental protection,&rdquo; said Christian Herrault, the company&rsquo;s Executive Vice President for Human Resources and Organisation. &ldquo;Consequently, this broader vision which goes beyond economic factors to embrace human, labour and environmental aspects has been built into our programmes underpinning performance and managerial processes.&rdquo; 
 
Herrault added that Lafarge &ldquo;has consistently valued the central role played by its workforce within the company and signature of this agreement represents a further step forward in our ongoing dialogue with staff.&rdquo; 
 
The agreement cites the International Labour Organization&rsquo;s (ILO) Declaration on Fundamental Principles and Rights at Work, the ILO&rsquo;s Tripartite Declaration of Principles on Multinational Enterprises and Social Policy, the United Nations Global Compact, and the Organisation for Economic Co-operation and Development&rsquo;s (OECD) Guidelines for Multinational Enterprises. 
 
The agreement states in its preamble: &ldquo;Lafarge considers respect for workers&rsquo; rights to be a crucial element in sustainable development&rdquo; and the 172-year-old company &ldquo;will seek to use the services of those trading partners, subcontractors and suppliers, which recognise and implement principles&rdquo; contained in the Global Agreement. 
 
Those principals include: 
&bull; No forced labour; 
&bull; No discrimination in employment; 
&bull; No use of child labour; 
&bull; Freedom of association and right of workers to collective bargaining; 
&bull; Living wages paid at least at the level of national legislation or collective agreements, as applied in the industry/sector concerned; 
&bull; Working hours comply with relevant national legislation, national agreements and industry/sector standards; 
&bull; Safe and healthy work environment in accordance with ILO Convention 156 and ILO Guidelines for Occupational Health Management Systems; and 
&bull; Development of Skills Training for all workers in cooperation with trade unions. 
 
The Lafarge Global Agreement establishes a review process group composed of representatives from company management and the signatory trade union federations that will meet at least annually for review and implementation of the principles in all Lafarge worksites. 
 
Lafarge employs 77,000 workers in 75 countries. The company is the worldwide leader in building materials; number two producer of aggregates and concrete; and the world&rsquo;s number three producer of gypsum. 
 
The ICEM has 420 affiliated trade unions in 125 countries, encompassing 20 million workers. The IFWBB has 10.5 million members in 281 trade unions, also in 125 countries. The WFBWU represents 1.5 million workers affiliated to 55 Christian unions in 41 countries.

ICEM Signs Global Agreement with French-based Lafarge

ICEM affiliate EGAT-LU continues to be repressed by Thailand's government and management of public utility Electricity Generating Authority of Thailand (EGAT). On 28 April at the union's extraordinary meeting at EGAT headquarters in Nonthaburi, the company broke precedent by denying hundreds of union members and EGAT-LU use of a meeting room and sound system. The meeting was moved outside and a key issue was an EGAT freeze on a scheduled 15% annual wage adjustment. Other public sector workers received the increase. The government and utility are pushing privatisation of an initial 25% and that process escalated recently when the State Enterprise Policy Committee approved corporatisation of the utility.

Thai Government Repressing Electric Union over Privatisation

Archive