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The Canadian province of Quebec&rsquo;s Labour Relations Board issued a stern reprimand to Petro-Canada over its attempt to circumvent the bargaining committee of the Communications, Energy, &amp; Paperworkers (CEP). In a 4 June ruling, the provincial government ordered the company to cease its intimidation of individual workers, and to begin good-faith bargaining with CEP Local 175 of Montr&eacute;al in earnest efforts to end the company&rsquo;s seven-month lockout of 260 refinery workers there. 
 
Negotiations did re-start on 13 June, but there was no immediate indication that Canada&rsquo;s second largest energy company would meet the CEP&rsquo;s National Chemical and Energy Bargaining agenda. In prior talks this spring, the company placed further and more severe concessions on the table than what was proposed at the time of the 17 November 2007 lockout.
<img height="213" alt="" src="" width="160" />
CEP Local 175 Members Still Standing Strong
Then in early May, just prior to submitting another in a series of &ldquo;final offers&rdquo; to Local 175, managers at the Point-aux-Trembles refinery in Montr&eacute;al&rsquo;s east end contacted individual union members. They threatened closure of the refinery, urged an overthrow of the union&rsquo;s bargaining committee, and intimidated workers in attempting to coax them to accept the company&rsquo;s regressive proposal. 
 
In the 4 June ruling, Labour Relations Board Commissioner Suzanne Moro ordered the company to &ldquo;cease attempts to impede the activities of CEP Local 175, attempts to interfere in the activities&rdquo; of the union and &ldquo;attempts to dominate&rdquo; Local 175. 
 
The writ ordered company representatives to cease efforts &ldquo;to create double negotiations and to negotiate a collective agreement in good faith.&rdquo; Canadian press reports cited the company with denying the charges. But workers taped the conversations, and presented that as evidence to the labour board. 
 
&ldquo;The importance of this decision is it demonstrates what has been ongoing since bargaining began,&rdquo; said CEP Administrative Vice President for Quebec, Joe Gargiso, who also heads the union&rsquo;s Chemicals and Energy Bargaining Programme. &ldquo;Petro-Canada has had no intention of bargaining in good faith, only seeking a strategy of imposing a new collective agreement that our members don&rsquo;t want.&rdquo;
<img height="119" src="" width="200" alt="" />
CEP's Admin. Vice President (Quebec) Joe Gargiso
He added the locked-out workers are withstanding the pressures &ldquo;extremely well,&rdquo; and that they are &ldquo;united and standing solidly behind their bargaining committee.&rdquo; He also said the 260 oil workers are receiving strong financial support from the CEP, and from CEP&rsquo;s energy local unions across Canada. 
 
On 24-25 May, the union&rsquo;s National Chemicals and Energy local unions met in Montr&eacute;al, and adopted a strong statement to the company&rsquo;s president and CEO, Ron Brenneman, saying: 
 
&ldquo;We find it totally unacceptable that in Montr&eacute;al, your Company attempts to break the national Bargaining Settlement made with CEP at (Petro-Canada&rsquo;s) Edmonton refinery in April 2007. This settlement has been followed by Petro-Canada in its other locations, as well as by Imperial Oil, Shell, Husky, Suncor, etc. 
 
&ldquo;And we find it unacceptable and shameful that your Company is attempting to trash the Montr&eacute;al collective agreement by trying to impose a host of rollbacks in a clear design to curtail the union&rsquo;s ability to play its role in the workplace and ensure a safe environment.&rdquo; 
 
Petro-Canada has further breached Quebec&rsquo;s labour law by employing 34 replacement workers during the lockout. The inexperienced workers have teamed with managers, who are working 70-hour work-weeks in order to maintain outflow, and the combination has created obvious safety and environmental hazards to the refinery, which is located in a residential area.

Petro-Canada Breaks Law in Failed Effort to Break Workers’ Resolve

<img height="39" alt="" src="" width="100" />
A two-day workshop on Chinese investment in Africa was held 10-11 June in conjunction and following the ICEM&rsquo;s Sub-Sahara Africa Region meeting in Accra, Ghana. Thirty-one delegates attended the ICEM workshop, which had valuable support from Germany&rsquo;s Friedrich-Ebert-Stiftung Foundation (FES). 
 
Rayford Mbulu, ICEM Regional Vice President, who chaired the conference, said, &ldquo;We are experiencing a new form of direct investment from China and based on what we&rsquo;ve seen to date, we are deeply concerned that it could lead to a lowering of labour standards throughout the continent.&rdquo; 
<img height="115" alt="" src="" width="250" />
Participants at the workshop adopted a resolution, which will be presented to this week&rsquo;s ICEM Executive Committee meetings in Geneva for approval. 
 
The workshops focused on the thrust by Chinese state and other companies for the raw materials so vital to driving China&rsquo;s economy, and also on the exploitation of labour, communities, and the environment that such rapid development is leaving on Africa. The ICEM delegates concluded that any wealth generated from the extracted resources of the continent must be directly aligned with the ILO&rsquo;s concept of Decent Work, as well as providing for the health, housing, and education for Africans in a sustainable future. 
 
The conference also lauded the April 2008 Solidarity action by the South African Dockworkers&rsquo; Union (SATAWU), which refused to off-load a shipment of 77 tonnes of armaments destined for the repressive Zimbabwean regime of Robert Mugabe. A Chinese government cargo ship, the An Yue Jiang, was forced to depart the port of Durban with the cargo still on board.

ICEM’s Africa Delegates Attend Relevant China Investment Forum

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

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

Text of the Global Agreement between ICEM and Eni

<img height="114" alt="" src="" width="130" />
The 20-millions strong ICEM and the Italian Trade Unions FILCEA-Cgil, FEMCA-Cisl and UILCEM-Uil signed a global agreement with Italian-based energy multinational, ENI, covering some 70 000 workers worldwide. The signing ceremony took place on 29th November 2002 before three hundred delegates gathered at the ICEM World Energy Conference in Rome. The agreement arises from a Protocol on Industrial Relations entered into between ENI management and Italian trade unions FILCEA, FEMCA and IULCEM in June 2001. This protocol established procedures for dialogue on the socio-economic impact of the company's activities across the globe and respect for human and trade union rights as contained in the ILO Core Conventions. 
 
 

<img height="236" alt="" src="" width="250" />
ICEM General Secretary Fred Higgs 
signs Global Agreement with ENI 
Founded in 1953, ENI, is a privatised company in which the Italian government has retained 30% equity. It has operations in oil and gas exploration, production, refining, marketing, engineering and oil field services, electricity generation and in the petrochemicals industries - key sectors for the ICEM. It is the sixth largest energy producer in the world with some seventy operations in sixty seven countries. It is listed on the New York and Milan stock exchanges. It has a market capitalisation of just over sixty seven billion euro. In 2001, the company generated a turnover of 49 billion euro. 
With the present agreement, ENI confirms it's commitment to respecting and implementing fundamental human and social rights as enshrined in the United Nations' Universal Declaration of Human Rights and Core Labour Conventions adopted by the International Labour Organisation (ILO) viz. the right of workers to organise and bargain, prohibition of forced labour, prohibition of child labour and non-discrimination. In addition, the agreement provides for &quot;continuing efforts to improve&quot; and to &quot;guarantee the highest standards&quot; of health and safety for workers in all of it's global operations. 
 
The Agreement commits the parties to &quot;work towards the cultivation of working practices capable of promoting economic and social progress&quot;. This includes skills development programmes for workers, diversity management and promoting sustainable development goals. As regards contractors, the company undertakes to &quot;formulate suitable guarantees against violations&quot; within the framework of the agreement. Any violations of the terms of the agreement shall be reported and any remedial action undertaken by management will be communicated to the union. The agreement will be communicated throughout all operations using both company and union networks. 
 
To promote on going information exchange and social dialogue, company executives, our Italian affiliates and the ICEM General Secretary shall meet, at company cost, in May each year to discuss socio-economic matters such as financial reports, employment, industrial relations and corporate social responsibility. Provision is also made for the involvement of ICEM-affiliated local unions within the company's operation in such meetings.&nbsp; 
 
Addressing conference delegates after the signing, Massimo Cappelli, manager for industrial relations and productivity stated that the agreement &quot;crowns an achievement in the company's ethics and industrial relations policy&quot;. The agreement commits the company to respecting human and trade union rights in all it's operations. &quot;This agreement takes us another step forward in our drive to improve industrial relations and respect for human and trade union rights across the globe&quot;, said Higgs after signing the agreement.

ICEM signs Global Agreement with Eni

Contents: 
	 
	1. 280 million women are victims of inequality in Latin America 
	2. Brazil - Women&#039;s Leadership in For&ccedil;a Sindical 
	3. Brazil - FETIESC seminar on discrimination 
	4. Russia - 100 years of trade union women 
	5. Finland - Gender gap narrowing 
	6. Germany - sustainable family policies 
	7. United States - men doing more housework? 
	8. Resources 
	 
	 
	1. 280 million women are victims of inequality in Latin America 
	 
	A recent Argentine study reveals that more than 280 million women in Latin America suffer from inequality compared to men. The author of the study claims that 20% of women in the region cannot read and write, and 30% of women are heads of household. One other detail is that only 36 out of the 100 most important companies in Latin America have women at the highest level on boards, and in only 5.1% are women in middle management. In Mexico only three major companies are managed by women, which means that it ranks third in the region behind Venezuela and Brazil. At worldwide level the country ranking first in this connection is the United States and last Japan. 
	 
	 
	 2. Brazil - Women&#039;s Leadership in For&ccedil;a Sindical 
	 
	On the eve of the For&ccedil;a Sindical Congress in Sao Paulo, the women&#039;s department held a conference attended by 100 women leaders from 30 July to 1 August. 
	 
	 
	3. Brazil - FETIESC seminar on discrimination 
	 
	FETIESC held a seminar on discrimination against women at its school from 3 to 5 August to discuss the changes in the world of work and how they affect relations between women and men and their impact on the family, the union and society. The seminar was attended by women from CLAMT, the Latin American Women Workers&#039; Commission, made up of representatives from Argentina, Paraguay and Brazil. Debates focused on collective bargaining and challenges to end discrimination in terms of gender and race, as well as the struggle to end violence against women. 
	 
	 
	4. Russia - 100 years of trade union women 
	 
	A conference was held in Moscow from 30 June to 2 July on Women for Unions - Unions for Women to celebrate the centennial of Russian trade unions. A book was published on women&#039;s leadership with the history of women in trade unions and biographies of key women, including ICEM Vice-President Evgenia Esenina. Much of the history of Russian trade unions was written by women. Even today women make up more than 50% of trade union members. Gender equality is a major part of the work done by the FNPR confederation and is the object of Congress resolutions. Gender equality is relevant among other things to the labor market, social guarantees, health and safety, unemployment. Women and men must commit themselves to it. 
	 
	 
	5. Finland - Gender gap narrowing 
	 
	In the fourth quarter of 2004 the wages of men in Finnish industry were 22% higher than women&#039;s. This meant a relative improvement over 2002, when the gender-related pay gap still amounted to 24%. 
	 
	 
	6. Germany - sustainable family policies 
	 
	On 28 July 2005 IGBCE adopted a position paper on successful family policies together with the Federal Minister for Families, Seniors, Women and Youth that involve family policies for works councils and define trade unions&#039; roles for a future with more children. Trade unions and politicians are both responsible for sustainable family policies to combine equal opportunities with economic dynamics. The Alliance for the Family made up of industry, trade unions and political parties supports modern family policies to achieve better work-life balance. Industry needs the potential offered by well trained women. Parental leave, family allowances and childcare are elements of family friendly policies that can be achieved by company agreements and collective agreements. 
	 
	 
	7. United States - men doing more housework? 
	 
	In dual-earner couples, the dominant family form in the United States, men&#039;s handling of household chores and childcare has increased steadily since 1977, according to a recent study by the Families and Work Institute. Moreover, the time women in these couples spend in such tasks has either decreased or stayed the same over the same period. For example, in 1977 employed fathers in dual-earner couples with children spent on average 1.3 hours per workday on household chores compared to 3.7 for employed mothers. By 2002, the comparable figures were two hours per day for fathers and three for mothers. The researchers speculate that if these trends continue, the housework gap will close entirely. 
	 
	The nurturing gap has also closed considerably. In 1977, employed fathers in dual-earner couples allocated 1.9 hours per work day to their children compared to 3.3 hours for employed mothers. By 2003, when the comparable figures for dual-earner couples were 2.7 hours for fathers and 3.5 hours for mothers, the gap had narrowed by 57%. 
	 
	American men seem to do more housework and childcare than men in other industrialized countries such as France, Italy, Germany and Japan, according to the Council on Contemporary Families. The US government, however, was last on the list in providing programs and benefits for families. Other research tells us that men, especially young men, want more time with their families. Men between the ages of 20 and 39 were more likely to give family matters top billing over career success, a national survey by the Radcliffe Public Policy Center found. 82% put family first, and 71% said they would sacrifice part of their pay to have more time with their families. This agrees with surveys conducted by DuPont and Merck and Co. 
	 
	 
	8. Resources 
	 
	For websites on gender issues, please see www.eldis.org/gender/ and www.socialwatch.org, which is also available in Spanish. 
	 
	 
	&nbsp;

ICEM Women’s bulletin No. 3 - August 2005

Contents: 
	 
	1. Africa - Gender Equality Protocol 
	2. Australia - Gender Wage Gap Grows 
	3. Brazil - FETIESC - Gender and Labor Market 
	4. Colombia - Message from Beatriz Chinchilla 
	5. France - New Anti-Discrimination Panel 
	6. Iceland solves the Problems of an ageing Society? 
	7. Italy - Violence Hot-Line 
	8. Norway - Boardroom Equality 
	9. WHO - Avoiding Maternal Deaths 
	10. Resources 
	 
	 
	1. Africa - Gender Equality Protocol 
	 
	A petition was handed over to Navin Ramgoolam, Prime Minister of Mauritius and Chairman of the Southern African Development Community, to demand a protocol for accelerating gender equality in the region. It was signed by 100 civil society leaders and regional groups. The regional bloc adopted a 1997 Declaration on Gender and Development, but the petitioners believe it has not achieved its objectives. Only South Africa and Mozambique have achieved the target of 30 percent female representation in parliament, for example. The groups want the declaration elevated to a legally binding protocol that would include new targets, such as appointing women to 50 percent of decision-making positions by 2010. It would also require member states to guarantee gender equality in their constitutions, take legislative aciton and allocate funds to fight gender violence, and ensure that constitutional law takes precedence over customary law. The proposed protocol enjoys broad support and has already been endorsed by senior officials. 
	 
	 
	2. Australia - Gender Wage Gap Grows 
	 
	The wage gap between men and women in Australia has widened by 2 percent in the past decade, as announced by the Australian Social Trends report. The report found that as of 2004, females earned only 92 percent as much as their male counterparts, resulting in a gender wage gap of 8 percent. Ten years earlier the gap was only 6 percent. But it also found that women aged 20-24 who have recently entered the workforce actually earned 7 percent more than their male counterparts, although the figure slips back behind men as they get older. The report compared men and women on the basis of hourly average weekly earnings, rather than overall earnings, to allow for the fact that women were more likely to work fewer hours because of family responsibilities. Only full-time employees who worked in non-managerial positions were considered, to allow easier comparison across different sectors. But there was a 23 percent gap between male and female workers in the finance and insurance sector, while women are 21 percent worse off in the mining sector, although recent pay increases for women in the mining sector have outstripped those of men. 
	 
	 
	3. Brazil - FETIESC Gender and Labor Market 
	 
	FETIESC held a seminar on gender and the labor market on 5 August, where ex-state deputy Pedro Uczai conducted the debate on gender and stated that, &quot;women have to manage conflict at work and at home in order to combat discrimination.&quot; For him, workers have internalised the exploitation so that they double output in the same time, which results in work-related illnesses such as RSI, repetitive strain injury. &quot;Pay discrimination is huge to the extent that women&#039;s pay is subordinate to men&#039;s; the men are comfortable with this because they have internalised on-the-job discrimination.&quot; According to Professor Cristiani Bareta da Silva, we are living in an emergency for women as individuals. &quot;In Brazil it is inadmissible for women to earn 30% less than men, even with higher educational levels.&quot; The situation is even worse in the case of black women - they earn half what men earn. Cristiani Bareta da Silva calls it age and racial inequality. For her the solution is to revitalise domestic space, to create more convivial areas, to raise children with gender equality and to do away with the idea that women have a monopoly on the home. 
	 
	 
	4. Colombia - Message from Beatriz Chinchilla 
	 
	&quot;I would like to say that in my union we have already started working on the action plan that we adopted in Sao Paulo in May. We reported to the national executive, and next 11 August we have a national meeting of CONAMUS, our national committee in SINTRAELECOL, to develop the plan. On the other hand, I would like to say that the government took away from men and women workers the possibility to have a collectively agreed pension, and they left only one scheme where women have to contribute much more money and much longer time, which means very little possibility for a pension. The women&#039;s groups are asking for abortion to be decriminalized in case of rape or fetus malformation.&quot; 
	 
	 
	5. France - New Anti-Discrimination Panel 
	 
	President Jacques Chirac inaugurated a new panel to monitor and fight discrimination on the basis of race, gender, religion, age, sexual orientation, beliefs or physical disability. The 11- member panel, headed by the former chief executive of automaker Renault, includes leaders of women&#039;s rights groups, labor unions and the French Red Cross. The panel will have an annual budget of 10.7 million euros. 
	 
	 
	6. Iceland solves the problems of an ageing society? 
	According to OECD figures, 45% of the population of the European Union will be over 65 in the year 2020. One small country in the North Atlantic seems to have a solution, Iceland. Iceland ranks first in Europe in the birth rate, and it is a pioneer in women&#039;s participation in working life in addition. At the same time it has the lowest unemployment figures, both for women and men. Part of the solution can be found in its generous treatment of parents. In Iceland parents are entitled to a total of 8 months of parental leave at 80% pay. Both fathers and mothers are entitled to parental leave. A similar system exists in Sweden. About 80% of fathers in Iceland do take advantage of parental leave. Both men and women are able to work and enjoy family life. This means that for employers it is just as &quot;risky&quot; to hire a man as to hire a woman. The concerns about rising unemployment were also relieved, since unemployment amounts to about 3%. In our ageing societies we need to have a debate on a social model in which taking care of children and working life can be combined as they should be. 
	 
	 
	7. Italy - Violence Hot-Line 
	 
	The Italian government has set up a hot-line for women victims of violence. It is a 24-hour service, which will put women into contact with all help agencies, from police to psychologists. In the last three years 118,000 women have been victims of sexual violence in Italy, although the figure is likely to be higher since many cases are certainly not reported. 
	 
	 
	8. Norway - Boardroom equality 
	 
	Get more women on your board or we will shut you down, is the message from the Norwegian government to companies. Norwegian women have a tough time getting seats on boards. In Norway over 15 % of board members in private sector companies are women, but in a country where over a third of MP&#039;s and 8 out of 19 cabinet ministers are women, the figure is too low. Last year the Norwegian parliament passed a bill to force private companies to have at least 40% women on their boards. Companies had until July to boost participation of their own accord. If the number are insufficient, which the government will decide by August, then sanctions will be applied. From September new companies that do not comply will not be able to register, while existing firms will have another two years to find women for their boards. If they do not, they will be closed down. Already more than half way to its goal of 40%, Norway has the highest female participation rate in the world, ahead of Sweden and the United States. 
	 
	 
	9. WHO - Avoiding Maternal Deaths 
	 
	One out of 16 women will die of birth-related causes in poor countries. The WHO, World Health Organisation, calculates that every minute a woman dies during childbirth. The worst is that 90% of these deaths are avoidable. The situation has to do with the difficulty that women have in exercising their rights in connection with education and health, the right to work and the right to equal opportunities. Ten years after the Cairo summit women&#039;s needs are still not the priority of governments. Poverty, conflicts and natural disasters worsen the reproductive situation. Some countries such as China, Egypt, Honduras, Mexico, Jamaica and Tunisia have achieved a better record in maternal mortality. But resources will have to be earmarked for campaigns and sanctions to protect maternal health. Everything is linked - education is vital. When a woman can go to school, have access to adequate training, and a dignified job, she will be prepared to make an informed decision about motherhood. 
	 
	 
	 10. Resources 
	 
	For a website on gender issues, please see www.awid.org/wrec/ , Women&#039;s Rights and Economic Change, which is also available in French and Spanish.

ICEM Women&#039;s bulletin No. 4 - September 2005

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

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

ICEM Overview of Links to Useful HIV/AIDS Related Websites

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

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

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

PROTOCOL INSTITUTIONALISING DIALOGUE AT THE INTERNATIONAL LEVEL BETWEEN THE GENERAL MANAGEMENT OF ENDESA AND THE TRADE UNION REPRESENTATIVES 
 
Madrid, 25 January 2002 
 
PERSONS MEETING 
 
On the one hand, 
 
RODOLFO MART&Iacute;N VILLA and RAFAEL MIRANDA ROBREDO, persons legally of age, holding national identity documents nos. 09.580.318 - J and n&ordm;13045173 - X., respectively, 
 
and on the other hand, 
 
JOSU FRADE ODRIOZOLA, IGNACIO FERN&aacute;NDEZ TOXO and FREDERICK R. HIGGS, persons legally of age, holding national identity documents 14.863.638 A and 32,603.993 and British passport R 14.459.206, respectively. 
 
SIGNATORIES 
 
RODOLFO MART&Iacute;N VILLA and RAFAEL MIRANDA ROBLEDO are acting on behalf of and representing ENDESA, S.A. having its registered office at Madrid, Calle Pr&iacute;ncipe de Vergara 187, in their capacity as Chairman of the Board and Managing Director respectively of said Entity. 
 
JOSU FRADE ODRIOZOLA is acting on behalf of the FEDERACI&Oacute;N DE INDUSTRIAS AFINES DE UGT (hereafter &ldquo;UGT&rdquo;), in his capacity as General Secretary of the same. 
 
IGNACIO FERN&Aacute;NDEZ TOXO is acting on behalf of the FEDERACI&Oacute;N MINEROMETAL&Uacute;RGICADE CC.OO. (hereafter &ldquo;CC.OO&rdquo;.), in his capacity as General Secretary of the same. 
 
FREDERICK R. HIGG is acting on behalf of the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (hereafter &ldquo;ICEM&rdquo;), in his capacity as General Secretary of the same. 
 
 
 
WHEREAS 
 
FIRSTLY: The U.G.T. and CC.OO comprise the majority trade union representation at ENDESA in Spain, both parties having ratified their mutual capacity as interlocutors for negotiating any agreements and pacts that are agreed for all the enterprises, under the terms of the Agreement signed on 29 December 1999. 
 
 
SECONDLY: ICEM states that it brings together the majority of the trade unions representing ENDESA employees in the international field. 
 
 
THIRDLY: Both parties agree fully on the existence of common interests that can be summarised in the expediency of making the needs for growth and for the competitive and financial success of the Endesa Group compatible with dignified working conditions for all Group employees. 
 
 
FOURTHLY: Both parties agree that trade union dialogue, as well as any possible future agreements reached at ENDESA, need to be carried out in a spirit of dialogue and mutual understanding and reflect the common interests mentioned above, 
 
 
IT IS HEREBY AGREED 
 
FIRSTLY: That both parties adopt, as fundamental principles of the present protocol: compliance with international labour standards, and in particular the ILO conventions on trade union freedom and the right to organise and international standards on the respect of human rights; the strictest respect of standards and required behaviour in the area of Safety, Health and Prevention of Occupational Hazards; viewing the vocational training of workers as a qualification instrument that is mutually beneficial to the two parties; the commitment to provide a service of the highest quality; and supporting and upholding the ENDESA expansion plans which enable its activities and employment to grow. 
 
 
SECONDLY: To establish a channel of dialogue and international trade union consultation within ENDESA at the highest organisational level, as an effective tool for achieving an adequate exchange of relevant information between the two parties. 
 
 
THIRDLY: That at least once a year, or whenever required by the relevant nature of the topics to be discussed, an ICEM representative will take part in one of the meetings established in the &ldquo;AGREEMENT dated 25.10.2000 BETWEEN THE GENERAL MANAGEMENT OF ENDESA AND THE TRADE UNION REPRESENTATION&rdquo;, in which the questions provided for in said agreement shall be addressed in an international perspective. 
 
 
FOURTHLY: That, independently of what has been established in the previous agreement, whenever the relevance of the topics to be dealt with so justifies, and in any event, at least once every six months, Endesa&rsquo;s Corporate Human Resources Management will meet with the highest officials of the signatory trade unions, and that this meeting will be attended by one ICEM representative for each country other than Spain in which ENDESA has companies that it controls. 
 
4.1. The basic content of this type of meeting will be the analysis and mutual exchange of information concerning the most relevant happenings in the labour area, as well as the short and medium-term outlook, and specifically as regards the evolution of employment. 
 
Additionally the two parties may agree on and adopt initiatives to achieve the basic objectives and principles that inspire the present agreement, including participation in international programmes that are consistent with the jointly adopted principles. In keeping with this, both parties consider it a matter of priority to work to draw up a code of conduct which is consistent with said principles. 
 
4.2. In order to render the objective of dialogue and consultation compatible with the good functioning of the meetings, the trade union representation will attend these meetings accompanied by officials who can guarantee that the topics are addressed in an adequate fashion. 
 
4.3. In order to assist the effectiveness of the meetings, ENDESA will provide those attending these meetings with the communication systems enabling them to maintain contact among themselves and with the trade union organisations signing the present agreement. Likewise, ENDESA will bear the reasonable costs of organising and attending said meetings and will set the venue of the meetings in agreement with the signatories. 
 
4.4. The agendas of the meetings will be distributed in advance by ENDESA management to those attending. 
 
Where proposed by either party with sufficient notice, it may be agreed that the meetings address other topics that are considered relevant in terms of their general or current importance. 
 
 
FIFTH. That the contacts and the information exchanged between the parties under the protection of the present agreement shall not replace or interfere with labour relations at the local level. 
 
 
SIXTH. That the information provided by Management at these meetings may be declared by the latter to be restricted and confidential, whenever its dissemination to competitors or to the general public could be detrimental to the economic interests of the Enterprise or to the proper execution of the business plans. 
 
In these cases, those attending commit to maintaining confidentiality and professional secrecy on the topics discussed and on the information and documentation provided by the Enterprise in such meetings. 
 
 
SEVENTH. That ENDESA and the trade unions signing the present agreement will disseminate its content to all companies, in the international area, over which ENDESA exercises control. 
 
Any information published externally about the present agreement will be mutually agreed by the parties. 
 
 
EIGHTH. That the present agreement will be valid until 31 December 2003, unless its extension is expressly agreed between the parties. 
 
 
And in witness of their acceptance of all the foregoing, they sign the present agreement in quadruplicate, at the place and date indicated in the heading. 
 
 
 
For ENDESA 
Rodolfo Mart&iacute;n Villa 
 
For FIA UGT 
Josu Frade Odriozola 
Rafael Miranda Robredo 
 
For F.M. CC.OO 
Ignacio Fern&aacute;ndez Toxo 
 
 
For ICEM 
Frederick R. Higgs

Text of the ICEM Global Agreement with Endesa

AGREEMENT 
 
Between 
 
FELLESFORBUNDET/ICEM 
 
and 
 
NORSKE SKOGINDUSTRIER ASA 
 
on 
 
THE DEVELOPMENT OF GOOD WORKING RELATIONS 
 
IN NORSKE SKOGINDUSTRIER&rsquo;S WORLDWIDE OPERATIONS 
 
1. PREAMBLE 
This agreement has been concluded between Norske Skogindustrier ASA, hereafter referred to as Norske Skog, and Fellesforbundet (The Norwegian United Federation of Trade Unions) and the ICEM (International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions). 
 
The agreement is based on the signatories&rsquo; joint commitment to respect basic human rights and trade union rights in the community, and to achieve continuous improvements within the areas of working conditions, industrial relations with the employees of Norske Skog, health and safety standards at the workplace and environmental performance. 
 
On the basis of the company&rsquo;s core values - openness, honesty and co-operation - the parties agree that they should actively co-operate locally, nationally and internationally. Co-operation is to be built on mutual respect, confidence and freely available and honest information. This ensures the possibility for the employees to influence decisions through consultation with the management. 
 
This agreement relates to all Norske Skog operations where the company has direct control as owner. Where Norske Skog does not have a controlling interest it will use its fullest influence in order to secure compliance with the standards set out in this agreement. 
 
Norske Skog will notify its subcontractors and suppliers of this agreement and encourage compliance with the standards set out in paragraph 2 below. 
 
 
2. CONDITIONS OF EMPLOYMENT 
Both parties underline the fact that they respect fundamental human rights and trade union rights, both in the community and at the workplace. The parties also wish to promote these rights in the company&rsquo;s supply chain and with customers. 
 
Within the company&rsquo;s own field of business the top manager for each business unit is responsible for ensuring that the following minimum rules and ILO conventions are not broken: 
 
a) Freedom of association and collective bargaining 
 
All workers shall have the right to be members of trade unions. These unions shall have the right to be recognised for the purpose of collective bargaining in conformance with ILO Conventions 87 and 98. Workers&rsquo; representatives shall not be subjected to any discrimination and shall have access to all necessary workplaces in order to carry out their duties as representatives (ILO Convention 135 and Recommendation 143). The employer shall take a positive attitude to trade union activities, including organising. 
 
b) Discrimination 
Equality of opportunity and treatment shall be guaranteed regardless of race, colour, gender, religion, political conviction, nationality, cultural origin or other irrelevant factors (ILO Conventions 100 and 111). 
 
c) Health &amp; Safety 
 
The parties believe that every employee has the right to a healthy and safe working environment. Norske Skog is committed to providing this. To achieve industry best practice the company will involve and work with the employees, their representatives and trade unions, to continually improve the company&rsquo;s health and safety performance. 
 
d) Forced labour 
 
Forced labour, including slave and penal labour (ILO Conventions 29 and 105), shall not be used, neither shall employees be required to pay any deposit or leave their identity papers with the employer. 
 
e) Child labour 
Child labour shall not be used. Only workers over the age of 15 - or over legal school age or the age of 18 in connection with hazardous work - may be employed (ILO Conventions 138 and 182). If this commitment is, or has been, violated by Norske Skog, the company will ensure that adequate educational opportunities and adequate interim financial support will be given. 
 
f) Wages 
 
Wages and benefits paid for a standard working week shall at least be sufficient to cover the basic needs of the worker and his or her family. 
 
Deductions shall not be made from wages as a disciplinary measure. All employees shall receive clear information in writing about the wage scales and deductions from pay before they are employed. Information regarding pay and deductions should be provided to employees each time wages are paid, and these should not be changed other than by written consent of the individual worker or by collective agreement. 
 
g) Employment conditions 
 
Employment shall, as a main rule, be based on permanent employment. Temporary and part-time employees should as a main rule receive the same relative terms and conditions as fulltime permanent employees. All employees shall have the opportunity to take part in relevant educational and training programmes. 
 
 
3. IMPLEMENTATION 
a) Norske Skog will ensure that appropriate translations of the agreement are available at all workplaces. The agreement will also be made public on Norske Skog&rsquo;s website and Intranet. 
 
b) Both parties accept that effective local monitoring of this agreement must involve the local management, the workers and their representatives, health and safety representatives and local trade unions. 
 
c) To enable local representatives to play a full role in the monitoring process, they will be given adequate time for training and involvement in the monitoring process. The company will ensure that local representatives are provided with information, access to workers, and rights of inspection necessary to effectively monitor compliance with this agreement. 
 
 
4. INFRINGEMENTS OF THE AGREEMENT 
In the event of a complaint or an infringement of the agreement the following procedure will normally apply: 
 
a) Firstly, the complaint should be raised with the local site management. 
 
b) If the complaint is not resolved with local management, it should be referred to the appropriate national union who will raise the issue with the company&rsquo;s regional president. 
 
c) If still unresolved, the complaint will be referred to the ICEM Brussels office who will raise the matter with the company&rsquo;s Corporate Management. 
 
Where infringements are found, these shall be reported to the responsible member of management, who will ensure that relevant corrective measures are implemented. 
 
 
5. ANNUAL REVIEW 
 
The signatories to the agreement will hold an annual meeting in order to review the principles, practice, effectiveness, and impact of the agreement. The aim shall be to exchange views regarding the current situation, and jointly develop further good working relations in Norske Skog. 
 
At these meetings leading ICEM / Fellesforbundet representatives, the Chief Shop Steward of Norske Skog, and representatives of Norske Skog Corporate Management will participate. 
 
The original English version of this agreement will apply in all parts and to all interpretations of the agreement. 

6. INFORMATION 
Fellesforbundet/ICEM will distribute copies of this agreement to all its member unions that organise employees in Norske Skog companies world wide, and broadly publicise the existence of the agreement. 
 
Likewise, Norske Skog will distribute copies of this agreement to all Norske Skog locations, their partners and contractors in the language(s) of the country concerned and will inform the local management about the conclusion and content of this agreement. 
 
 
7. ADMINISTRATION AND INTERPRETATION 
Fellesforbundet, ICEM and Norske Skog are responsible for the administration of this agreement. 
 
Questions regarding the interpretation of the agreement shall be resolved in accordance with the procedure jointly agreed to by the parties in point 4 above. 
 
The provisions of this agreement represent minimum standards applicable to all Norske Skog operations, and should be improved upon where possible. 
 
 
8. DURATION AND RENEGOTIATION 
This agreement is valid for a period of 2 years, after which it may be prolonged or renegotiated. 
 
 
Norway/Lysaker, 24 June 2002 
 
 
Norske Skogindustrier ASA 
Jan Rein&aring;s, President and CEO 
ICEM&nbsp; 
Fred Higgs, General Secretary 
 
Fellesforbundet&nbsp; 
Kjell Bj&oslash;rndalen, President

Text of the Global Agreement between ICEM and Norske Skog

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ICEM Women’s bulletin No. 3 - August 2005

ICEM Women's bulletin No. 4 - September 2005

ICEM Overview of Links to Useful HIV/AIDS Related Websites

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

Text of the ICEM Global Agreement with Endesa

Text of the Global Agreement between ICEM and Norske Skog

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