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

<img height="39" alt="" src="" width="100" />
Among the scores of new affiliates to join the ICEM at the turn of the year, one from Cyprus is particularly grateful due to the fact that the ICEM website now includes Turkish-language features. It is the Union of Turkish Electricity Institution Employees (EL-SEN).
The union, founded in 1957, represents workers of the Turkish Electricity Institution, and it is headed by President Caglayan Cesurer and General Secretary Ercan K&ouml;seoglu. It has several hundred members and it also affiliated to the Cypress-Turkish Trade Union Federation (T&Uuml;RK-SEN). 
<img height="92" alt="" src="" width="200" />
The ICEM welcomes EL-SEN to its family of affiliates, and wishes the union and its members many years of Turkish-language reading, courtesy of the ICEM website.

Cypriot Electrical Union Takes to Turkish-language ICEM Website

<img height="39" alt="" src="" width="100" />
Earlier in February, workplace sit-ins by the Federation of Workers&rsquo; Councils and Union in Iraq (FWCUI) occurred in Basra, Hilla, Musayab, and Kut, following the failure of the Electricity Minister to accede to demands by workers. 
 
After a few hours of sit-ins by thousands of workers on 4 February, Minister Karim Wahid Hasan called FWCUI leaders with a readiness to hear those demands. FWCUI called the sit-ins successful for that result, saying in a statement that it was &ldquo;a courageous step for all workers of Iraq.&rdquo;
<img height="165" alt="" src="" width="220" />
The sit-ins had been called by the Union of Engineering Technicians of FWCUI, as well as other workers&rsquo; groups. 
 
Workers&rsquo; demands include a halt to the corruption inside the Ministry of Electricity, creation of new electric stations to serve Iraqi provinces, housing for workers in the sector, repayment of danger entitlements to workers, giving day labourers work contracts, and lifting the status of temporary workers to permanent staff. 
 
At a news conference last week, Electricity Minister Wahid called on the government to increase the ministry&rsquo;s 2008 budget nearly three-fold to US$4 billion in order to re-build the occupied country&rsquo;s power network. Current electric generation is less than half the 9,500 megawatts needed in Iraq, with power outages resulting mainly from sabotage, according to the UN&rsquo;s Humanitarian Office.
<img height="180" alt="" src="" width="240" />
United Press International reports that in a period from March to November 2007, 1,211 workers in the electric sector had been targeted for attacks. A study done for the news agency found that the sector in that period had undergone 651 attacks on distribution and transmission lines, 66 attacks on thermal power stations, and 18 attacks on other power operations. 
 
The ICEM supports FWCUI in their efforts to achieve security and just economic entitlements for workers in Iraq.

Iraqi Union Federation, FWCUI, Stages Electrical Sector Sit-In

<img height="39" alt="" src="" width="100" />
This Friday, 29 February, is a Day of Action for ICEM North American affiliate Communications, Energy, Paperworkers (CEP) against Petro-Canada. CEP members will protest and handbill at many of the company&rsquo;s petrol stations country-wide to draw attention to an unfair, 15-week lockout imposed by Petro-Canada on 267 workers at an oil refinery in Montreal, Quebec. 
 
Teams of locked-out workers are also travelling Canada, speaking at union meetings and other forums. They are also warning the public at home, in Montr&eacute;al, of the safety risks that the Calgary, Alberta-based company is taking by operating the refinery with managers and scabs. The union has called on Quebec&rsquo;s Environmental Office, as well as on city of Montr&eacute;al regulators, to inspect reports of leaks and malfunctions.
<img height="266" alt="" src="" width="200" />
&nbsp;CEP Local 175 members at a January rally
A provincial Ministry of Labour team, which visited the refinery late in January, found that at least 26 replacement workers are grouped with bosses in working long hours to maintain throughput. Employing replacements during a labour dispute in Quebec is a labour law violation. But worse, the company is jeopardizing the safety and welfare of the community, since bosses and scabs &ndash; some 120 in total, compared to 267 skilled and trained CEP members &ndash; have each been working in excess of 70 hours per week. 
 
The refinery, which saw a production increase from 105,000 barrels-per-day to 130,000 in 2006, is located in a residential area called Point-aux-Trembles, in the east end of Montreal. 
 
Among the contract concessions the company is seeking from CEP Local 175 is elimination of a health and safety prevention officer. Petro-Canada is seeking to break the CEP&rsquo;s National Energy and Chemical Bargaining Programme for 2007-2008, a pattern that was set in May 2007 in a three-year agreement between the CEP and Petro-Canada at a refinery in Edmonton, Alberta. 
 
Management in Montr&eacute;al is seeking a six-year term, and also is demanding unwanted changes to scheduling, job assignments, and an accelerated training programme that will further jeopardize health and safety. 
 
Petro-Canada bought the refinery from Fina in 1981. The lockout began on 17 November 2007. 

Petro-Canada is seeking to break the CEP&rsquo;s National Energy and Chemical Bargaining Programme for 2007-2008, a pattern that was set in May 2007 in a three-year agreement between the CEP and Petro-Canada at a refinery in Edmonton, Alberta. Management in Montr&eacute;al is seeking a six-year term, and also is demanding unwanted changes to scheduling, job assignments, and an accelerated training programme that will further jeopardize health and safety.

CEP Brings Ills of Petro-Canada’s Montréal Lockout Across the Country

<img height="31" alt="" src="" width="25" />
&nbsp;1. Colombia &ndash; ICEM focuses on South American Country on International Women&rsquo;s Day, 8 March 
2. Germany &ndash; Women Set up Network for Nanotechnology 
3. India &ndash; SEWA Assists Women in Afghanistan in Organising and Skills Building 
4. International Labour Organisation &ndash; Indigenous and Afro-descendant Women Are Still the Hardest Hit by Workplace-Discrimination 
5. International RSI Awareness Day 2008 
6. ITUC Launches Decent Work, Decent Life for Women Campaign 
7. Iraq &ndash; Women are Terrorised in Basra 
8. Nicaragua &ndash; Equality Law is Passed 
9. Peru &ndash; Luz y Fuerza Holds Women&rsquo;s Conference 
10. Spain &ndash; USO and Solvay Redress Discrimination - University Study Proposes Some 50 Measures for Work-Life Balance - CCOO publishes Booklet on Pregnancy and Breast Feeding 
11. United Kingdom &ndash; Single, Young Women Work More Overtime than Men 
12. Resources 
<img height="31" alt="" src="" width="25" />
1. COLOMBIA &ndash; ICEM focuses on South American Country on International Women&rsquo;s Day, 8 March
This year, on International Women&rsquo;s Day (8 March), the ICEM focuses on Colombia, a South American country with some 43 million inhabitants, 52% of whom are women. The country has 20 million people that are economically active, and of that figure, 50% are women. Due to the violence brought on by internal armed conflict, there are four million displaced persons, with 57% of them are women. 
Their lands and properties have been confiscated, while children, husbands, and partners have been murdered. Many have been sexually abused and taken advantage of by paramilitaries who arrive at their houses and force them to tend to their needs. It is a familiar sight to see many women in the streets of the main cities begging for food for their children. 
 
Informal workers are estimated to make up the 60% of the working population, or a total of 12 million people. Of this, 63% of them are women, or a total of 7.56 million. 
 
Through ICEM projects, the Global Union Federation has been carrying out leadership development among women members of its affiliated trade unions. As a result, many women have made their way into leadership positions in their organizations. 
 
However, a major concern is the phenomenon of domestic violence. 
 
The ICEM will be in Colombia on 6 March, the Day of the March against Violence, Kidnappings, and Violation of Human and Trade Union Rights in Solidarity with the Victims. On 8 March, of course, we will celebrate International Women&rsquo;s Day together with the women of ICEM Colombia, where the ICEM will receive a more detailed report on the situation of women in Colombia. 
<img height="31" alt="" src="" width="25" />
2. Germany &ndash; Women Set up Network for Nanotechnology 
Nanotechnology is the future. Nano 4 Women has been founded as an independent grouping of women who work in nanotechnology in Germany. It may be that nanotechnology is more open to women than other areas of technology. 
 
Evonik is a company involved in the women&rsquo;s network for nanotechnology. The network&rsquo;s goal is to support women in their jobs and in science-related careers. Women are encouraged to have an exchange in the network, and also on the internet, where forums are available and databases that include experts can be culled for concrete projects. Advice is also available for start-ups in nanotechnology. A photography competition has also been held. For more information, visit <a href="http://www.nano4women.de">www.nano4women.de</a>. 
<img height="31" alt="" src="" width="25" />
3. India &ndash; SEWA Assists Women in Afghanistan in Organising and Skills Building 
Warfare, drought, economic instability, insecurity and unemployment have wreaked havoc on Afghanistan in the past three decades. Almost 60% of the population of Afghanistan is women. 
 
Decades of civil conflict and hardline rule by the Taliban have left most Afghan women isolated and illiterate. It is challenging for women even to go out alone. India&rsquo;s Self-Employed Women&rsquo;s Association (SEWA) has been working with women, widows, and the destitute in Afghanistan since 2004. 
In 2006, the government of India requested SEWA to help develop Bagh-e-Zanana as a centre for vocational training. The idea is to develop the centre with facilities for income generation, skills development, and training, recreation, childcare, healthcare, and marketing support. This would help to empower women and enable them to join the mainstream Afghan economy. 
 
In the strife-ridden country, organizations such as the Afghan Women Resource Centre are fighting to combat the practice of families selling their daughters into forced marriages in order to pay off debts. Women&rsquo;s organizations are doing advocacy and empowering women as well as encouraging them to vote. 
<img height="31" alt="" src="" width="25" />
4. International Labour Organisation &ndash; Indigenous and Afro-descendant Women Are Still the Hardest Hit by Workplace-Discrimination 
In its recent Labour Overview 2007 for Latin America and the Caribbean, in spite of overall optimism, the ILO finds that the unemployment rate for women is 1.6 times higher than that of men, with the situation of indigenous and Afro-descendant women much worse. 
 
The ILO finds that hourly wages for the two groups of women make up only 39% of the wages earned by men who are not in those groups. The study was carried out in Bolivia, Brazil, Chile, Ecuador, Guatemala, and Uruguay. 
 
The problem should be combated by strengthening members of the two groups&rsquo; knowledge, and improving statistics and studies on these groups in order to develop suitable policies for change. ILO Convention 100 on Equal Pay, Convention 111 on Employment and Workplace Discrimination, and Convention 169 on Indigenous Peoples has to be better applied. All these conventions make mention of women. 
 
Altogether, policies and programmes must be improved in order to do justice to these two groups. The existing barriers must be eliminated to enable women, the indigenous, and Afro-descendant persons to be fairly incorporated into the job market. 
<img height="31" alt="" src="" width="25" />
5. International RSI Awareness Day 2008 
On 29 February 2008, it was Repetitive Strain Injuries (RSI) Awareness Day. RSI is the most common workplace injury in Canada, and it is nearly an epidemic in Brazil. Governments and employers must start taking the disorder seriously. In Canada, for example, one in ten adults suffer from it. 
 
Women have traditionally had high rates of RSI. They often suffer a lifetime of pain. RSI mostly affects neck, shoulders, arms, and hands. RSI Day is a good opportunity to raise awareness and contemplate measures to eliminate it. The injuries can best be eliminated by avoiding monotonous, repetitive and stressful work at fast speeds, and poor work organization, including unnecessary overtime.
&nbsp;Cutbacks and layoffs aggravate the problem. Substandard equipment and lack of control also contribute to it. The first RSI Awareness Day was 29 February 2000. It was chosen because it is the only non-repetitive day on the yearly calendar. In most years, the day is remembered on 28 February. 
<img height="31" alt="" src="" width="25" />
6. ITUC Launches Decent Work, Decent Life for Women Campaign 
The ITUC has produced a poster and a campaign guide for Decent Work, Decent Life for Women. The ITUC also has produced a report on the gender pay gap. There are 67 national labour centres in 55 countries that are participating in the campaign. The poster is available at <a href="http://www.ituc-csi.org/IMG/pdf/AffWomenCampaingEN.pdf">here</a>.&nbsp;The&nbsp;Campaign Guide on Decent Work, Decent Life for Women can be found <a href="http://www.ituc-csi.org/IMG/pdf/ITUC_Campaign_Guide_08_ENG.pdf ">here</a>. 
<img height="31" alt="" src="" width="25" />
7. Iraq &ndash; Women are Terrorised in Basra 
Since the US invasion of Iraq in 2003, militias have been circulating in Basra, Iraq&rsquo;s second largest city, killing and torturing those seen to be an obstacle to the establishment of an Islamist state. Ambulance drivers know that more than 15 women are killed each and every month. Most are mostly professional women. 
 
The point to the killing and violence is to keep women home and to restrain their participation in political and social life. The Iraqi Women&rsquo;s League calls for the following actions to be taken to stop the violence: 
1. Send an international fact-finding mission to Iraq that is organized by the UN High Commission for Human Rights. Such a mission should investigate crimes against women, help the Iraqi authorities identify the perpetrators, and to stop the crimes; 
2. Reveal the criminals and those backing them, and bring them to justice; 
3. Disclose the outcome of the investigations; 
4. Take measures to safeguard personal freedoms that are constitutionally guaranteed; 
5. Take deterrent measures to ensure the safety of citizens and protect their lives; and 
6. Act firmly to improve the conditions of women and facilitate their involvement in the reconstruction process. 
<img height="31" alt="" src="" width="25" />
8. Nicaragua &ndash; Equality Law is Passed 
The Law of Equal Rights and Opportunities was passed in Nicaragua, after 11 years of being stalled. The Catholic hierarchy and ultra-conservative leaders lamented the approval of the law. 
 
After more then 10 years of opposition by religious and conservative sectors, the law will enter into force in a month&rsquo;s time after publication in the official bulletin. The term gender is not mentioned in the law, but the point is to promote equality and equity human, civil, political, economic, social, and cultural rights between women and men. 
 
Feminists congratulated the Central American&rsquo;s parliament for passage, but still condemned one stumbling block in the country&rsquo;s constitution, which prohibits therapeutic abortion, only allowing it in very rare circumstances. 
<img height="31" alt="" src="" width="25" />
9. Peru &ndash; Luz y Fuerza Holds Women&rsquo;s Conference 
The 2nd Women&rsquo;s Workshop of the Luz y Fuerza Federation was held 24-26 January 2008 in Arequipa, Peru. The objectives of the workshop were to integrate women into the trade union movement, make the women&rsquo;s role in the federation more visible, and to broaden women workers&rsquo; knowledge of themes such as collective bargaining, privatization, history of the trade union movement, etc. 
 
Women should be able to bring their demands into collective bargaining. Case studies were presented on tools that women can use to bring their rights to bear on the basis of international human rights instruments. Amnesty International and several practical cases were explained. 
ILO Conventions on equal opportunities were presented. It is important for awareness of rights that are defended by the ILO to be brought to all workers. More and more women attend these meetings every year, and the results get better and better. The women committed themselves to replicating the results of the workshop in their own workplaces. 
<img height="31" alt="" src="" width="25" />
10. Spain&nbsp;- USO and Solvay Redress Discrimination - University Study Proposes Some 50 Measures for Work-Life Balance - CCOO publishes Booklet on Pregnancy and Breast Feeding 
In January, Belgian chemicals company Solvay and the USO union of Spain signed an agreement, which commits Solvay to hire six women who were discriminated against. These women faced bias on the basis of gender between 1999 and 2003. 
 
The six will follow five others who have already integrated into the production process. Solvay must acknowledge that the women passed all tests, including a psycho-technical one, but that they were excluded during the interview, in spite of the fact that all of them met the requirements for hiring valid from 1999 to 2003. This decision will open the way for more women to have access more readily to jobs at Solvay. 
 
A recent study by the Carlos III University in Madrid proposed some 50 measures to promote work-life balance. The measures are geared to administration and business, as well as social partners, and they are also intended to improve the working conditions of those with special difficulties, such as young people and immigrants. 
The proposals include the creation of public and private instruments for reconciling work and family life, subsidies and counseling for small and medium-sized companies, and making leave more flexible, as well as making part-time work more accessible. 
 
One of the aims of the study was to examine productivity. There is a close connection between productivity and work-life balance. Better work-life balance generally reduces turnover and absenteeism. Thus, the higher the qualification, training, and experience the worker has, the more expensive it is for the company to replace her or him. 
Findings show that people are less and less willing to dedicate their efforts to paid work alone, and therefore, people need to know that they will not be damaging their careers if they take advantage of measures to promote work-life balance. 
 
New technologies have a part to play in better reconciliation of work and family life. This does, however, require a cultural change &ndash; typical companies work on the basis of control. Commitment to the company is measured on the basis of time spent at work. New technology enables confidence to be built and evaluation to be based on results instead of working time. Teleworking could be one element of this. 
 
The stress prevalent in the typical women&rsquo;s jobs must be controlled and reduced, such as in health and education. Similarly, authorities and businesses have to work toward eliminating harassment, bullying, and violence on the job. 
 
All in all, networks must be created on the basis of social services to promote work-life balance. 
 
The CCOO trade union confederation in Spain has published a booklet for trade unions on preventing hazards during pregnancy and breast-feeding. Most women do work during pregnancy and go back to work during the period of breast-feeding. 
Companies need to adapt measures to facilitate women working during these times, and risk-prevention should be included in collective bargaining. Some hazards, such as noise and stress, are dangerous for all workers, but they do imply a higher health hazard for pregnant women because of the changes to their bodies or the potential danger to the fetus. For the booklet see <a href="http://www.ccoo.es">www.ccoo.es</a>.
<img height="226" alt="" src="" width="160" />
11. United Kingdom &ndash; Single, Young Women Work More Overtime than Men 
Single women in their 30s do more overtime than anyone else. On the occasion of Work Your Proper Hours Day, which was held on 22 February, UK&rsquo;s national labour centre, the Trades Union Congress, released a study on overtime. The general assumption is that men work longer hours than women, but the analysis shows that single women of all ages work more unpaid overtime than men. 
 
Women without children are more likely to work unpaid overtime than men without children, but the trend reverses when they have children, with the figure dropping from 24.2% to 27%. The percentage of men working unpaid overtime remains relatively unchanged. 
 
Women no longer have the option to put in extra hours once they have children. This goes a long way toward explaining why the senior levels of most organizations are male and why the gender pay gap persists. Career opportunities are measured by the number of hours put in at work. This limits women&rsquo;s choices. The unproductive long hours culture does no one any good and detracts from work-life balance. 
<img height="31" alt="" src="" width="25" />
12. Resources 
<a href="http://www.msc.es/novedades/docs/informeSaludGenero2006.pdf ">Health and Gender (in Spanish) by Observatory of Women&rsquo;s Health, Spanish Health Ministry</a> 
 
<a href="http://www.eurofound.europa.eu/publications/htmlfiles/ef07108.htm ">Working Conditions in the European Union: the Gender Perspective 
</a> 
<a href="http://www.eurofound.europa.eu/publications/htmlfiles/ef0789.htm ">Foundation Findings: Work-life Balance &ndash; Solving the Dilemma 
</a> 
<a href="http://ec.europa.eu/employment_social/gender_equality/docs/com_2008_0010_en.pdf ">European Commission Report on Equality between Women and Men, 2008 
</a> 
<a href="http://ec.europa.eu/employment_social/gender_equality/gender_mainstreaming/balancedparticipation/report_trends_final_2007_en.pdf ">Women and Men in Decision-making, 2007 (European Commission)</a> 
 
<a href="http://www.unicef.org/sowc08/index.php ">The State of the World&rsquo;s Children 2008</a> 
 
<a href="http://www.hazards.org/women">UK: TUC Gender and Occupational Safety and Health &lsquo;Gender-sensitivity&rsquo; Checklist</a>&nbsp;

WOMEN’S BULLETIN NO. 27

<img height="35" alt="" src="" width="25" />
ICEM Planning sub-regional Workshops and Assessment Missions 
More than three years into the HIV/AIDS project, the ICEM will conduct sub-regional workshops and assessment missions in three African sub-regions: English-speaking West Africa (Ghana, Nigeria and Sierra Leone), French-speaking West Africa (C&ocirc;te d&rsquo;Ivoire, DR Congo and Mali) and southern Africa (Botswana, Namibia, South Africa, Tanzania, Uganda and Zambia). 
 
After five regional training courses for national coordinators the impact of their work at national level has to be assessed. Sub-regional workshops will include union leadership to renew their commitment in the fight against the pandemic. 
 
The HIV/AIDS resolution of the 4th World Congress called on the ICEM to continue to treat HIV/AIDS as a priority. Assessment of the current project will also identify national priorities and objectives for an extension of the present project. 
&nbsp;<img height="35" alt="" src="" width="25" />
Mauritius: ICEM Affiliate Raises Issue of Migrant Workers 
The Chemical, Manufacturing and Connected Trades Employees&rsquo; Union (CMCTEU) has approached the ICEM for cooperation in dealing with the issue of migrant workers. 
 
In a total workforce of 550,000 there are around 30,000 migrant workers mainly from the Indian sub-continent, China and Madagascar. Some of those workers become commercial sex workers during their free time to supplement their meagre salary. 
 
According to UNAIDS, the prevalence rate in Mauritius is a low 0.6% but it is much higher among injecting drug users and sex workers. In 2004, when tested for HIV, 13% of surveyed sex workers were found to be HIV-positive (only 32% stated that they had consistently used condoms). 
 
CMCTEU also reported on their successful activity on World AIDS Day in which they used ICEM, ILOAIDS and UNAIDS/WAC material made available at the ICEM World Congress. 
&nbsp;<img height="35" alt="" src="" width="25" />
Chevron Commits USD 30 million to the Global Fund 
Chevron Corporation, one of the world&rsquo;s leading integrated energy companies, has become the Global Fund&rsquo;s first &ldquo;Corporate Champion,&rdquo; donating US$30 million over three years to support programmes financed by the Fund in parts of Asia and Africa. 
 
With the announcement of this donation on 21 January 2008, the Global Fund officially launched its Corporate Champions Program, which the Fund describes as &ldquo;an innovative way for multinational corporations to significantly invest in the fight against the three diseases.&rdquo; The plan is that each Corporate Champion will contribute to Global Fund-supported programs in the countries where the company operates. 
 
The launch of the Corporate Champions program and the announcement of the Chevron donation are important developments for the Global Fund, which has had a long-standing goal of increasing investments from the private sector. 
 
A copy of the press release announcing these developments can be downloaded from the Global Fund&rsquo;s home page at <a href="http://www.theglobalfund.org">www.theglobalfund.org</a>. 
 
(Source: Global Fund Observer Issue 84, 29 January 2008. GFO is a free service of Aidspan <a href="http://www.aidspan.org">www.aidspan.org</a>.&nbsp;To receive GFO, send an email to <a href="mailto:receive-gfo-newsletter@aidspan.org">receive-gfo-newsletter@aidspan.org</a>) 
&nbsp;<img height="35" alt="" src="" width="25" />
PEPFAR Renewal 
The US President&rsquo;s Emergency Plan for AIDS Relief, or PEPFAR, expires this year. The five-year, USD 15 billion effort to combat AIDS in 15 mostly sub-Saharan African countries is arguably the most important and popular international programme of the Bush Presidency. 
 
The President wants to double global AIDS money to USD 30 billion over the next five years; Congress wants to increase it to USD 50 billion. Yet its renewal has gotten hung up over ideology and political debate about disease prevention. 
 
Democrats want to remove a provision in the bill that requires one-third of all prevention spending go to abstinence programmes. Another controversial provision forbids grants to groups that provide care to commercial sex workers. 
 
(Source: USA Today, 18 February and AP, 2 February) 
&nbsp;<img height="35" alt="" src="" width="25" />
Global Fund Guidelines on Representation on CCMs 
The revised Global Fund Guidelines for the Country Coordinating Mechanisms (CCMs) contain an annex entitled &quot;Guidelines on Types of Civil Society and Private Sector Representation Most Relevant to the Work of CCMs&rdquo;. The Global Fund says that the Representation Guidelines &quot;are intended to provide guidance for CCMs wishing to strengthen and/or improve&quot; representation from these sectors, particularly in light of the CCMs' roles in proposal development and grant oversight. 
 
The Representation Guidelines contain lists of the types of representation from civil society and the private sector that the Global Fund suggests to be included on CCMs. 
 
The list for civil society representatives includes, among others, vulnerable groups/key populations, women's organisations and religious and faith-based groups. Under private sector representatives large for-profit companies, business associations to fight HIV/AIDS, TB and malaria representatives from exposed industries and charitable foundations established by corporations are mentioned. 
 
(Source: Global Fund Observer Issue 85, 25 February 2008. GFO is a free service of Aidspan <a href="http://www.aidspan.org">www.aidspan.org</a>.&nbsp;To receive GFO, send an email to <a href="mailto:receive-gfo-newsletter@aidspan.org">receive-gfo-newsletter@aidspan.org</a>. 
 
Comment by the Editor of the ICEM HIV/AIDS e-bulletin: 
The Global Fund has again failed to recognize the role of organized labour. Nowhere in the detailed annex to the Guidelines are trade unions or workers&rsquo; organizations mentioned; neither under civil society nor under the private sector. 
 
Large for-profit companies are credited for having pioneered responses to fight HIV/AIDS totally ignoring the contribution of organised labour. One can only wonder what the South African National Union of Mineworkers would say to a statement that large mining houses in South Africa have &ldquo;pioneered&rdquo; the response to HIV/AIDS when they have often only reacted to union pressure. 
 
Out of four sectors specifically mentioned, two &ndash; oil/gas and mining &ndash; are represented by the ICEM and its affiliates. Again, all that the Global Fund can say about it is that &ldquo;for-profit companies, business coalitions and/or employers&rsquo; associations who represent the exposed industries can offer insight and support&hellip;.&rdquo; Not one word about workers&rsquo; organisations. 
 
It is time that the Global Fund changes its ways. Global Unions and their national affiliates should pull their weight to question procedures and operations of the Global Fund. It cannot be that business and companies get such exclusive recognition and that workers&rsquo; organizations are completely ignored. Global Unions and national trade union centres have lobbied hard that donor countries increase their contribution and make long-term financial commitments to the Global Fund. 
 
(For the full text of the Guidelines go to the website of the Global Fund <a href="http://www.theglobalfund.org">www.theglobalfund.org</a>) 
&nbsp;<img height="35" alt="" src="" width="25" />
News from the ILO 
To expand and strengthen AIDS responses in the world of work, the ILO Governing Body decided in March 2007 to develop a new labour standard on HIV/AIDS. In preparation, the Office assembled information for an overview 'law and practice' report, including the most comprehensive compilation to date of national laws and policies on HIV/AIDS, covering 170 countries. 
 
The report and its accompanying questionnaire have been sent to the ILO's member states for consultation with its constituents on the form and content of the proposed standard. Governments are to reply to the questionnaire in consultation with employers and workers. The draft standard - an &quot;autonomous Recommendation&quot; - will be discussed at the International Labour Conference in June 2009. 
 
The report is available on the website of ILOAIDS &ndash; <a href="http://www.ilo.org/aids">www.ilo.org/aids</a>. 
HIV/AIDS guidelines for the construction sector were published recently. They are also available on the ILOAIDS website. 
 
On 29 January 2008, trade union representatives in Sri Lanka signed the Trade Union Joint Policy on HIV/AIDS. This policy aims to strengthen trade union interventions in HIV prevention and impact management. It was developed in the framework of the draft National Policy on HIV/AIDS and is based on he ILO Code of Practice on HIV/AIDS and the world of work. 
&nbsp;<img height="35" alt="" src="" width="25" />
News from the Global Union Programme and Global Unions 
In its most recent HIV/AIDS updates (nos. 36 and 37 of 1 and 15 February) the International Transport Workers&rsquo; Federation (ITF) <a href="http://www.itfglobal.org">www.itfglobal.org</a> reports, among others, on awareness programmes and care work of its affiliates in Thailand where an explosion of the infection rate among injecting drug users and commercial sex workers was successfully contained. 
The nautical school in Argentina will include HIV/AIDS in its curriculum to ensure that seafarers have an understanding of HIV/AIDS and will be able to provide education to their peers on ships. It also informs about the alarming situation in Papua New Guinea which by UNAIDS is described as the new frontline of the epidemic in the Asia-Pacific region. 
 
Public-sector union UNISON of Great Britain is expanding its work in southern Africa with a massive new programme covering unions in teaching, nursing and local government.

ICEM HIV/AIDS e-bulletin

The Global Union Federation ICEM today commends the Liberian Supreme Court's 21 December to certify the Firestone Agriculture Workers' Union of Liberia (FAWUL)&nbsp;as bargaining representative for workers at Firestone Rubber Plantation in Harbel. ICEM General Secretary Manfred Warda called the decision start to &quot;ardent reconciliation that will finally give workers the fairness and equity they deserve.&quot;
The ICEM agrees with a statement on the Supreme Court's decision issued by the US-based United Steelworkers (USW), a union that has supported plantation workers at Firestone in&nbsp;organising their democratic and responsive Labour Union. &quot;The legal decision in favor of FAWUL signals a new day in Liberia,&quot; said USW President Leo Gerard and&nbsp;International Vice President&nbsp;Fred Redmond. The ICEM also joins the USW in calling on Bridgestone/Firestone management to begin earnest engagement with FAWUL in collective negotiations.
<img height="129" alt="" src="" width="280" />
In early July, a sizeable majority of some 5,000 plantation workers voted for FAWUL, which is now an ICEM&nbsp;affiliate. Liberia's Labour Ministry supervised the election, and a Special Elections Committee monitored the balloting.
On 10 December, after delays in certifying FAWUL, ICEM's Warda wrote Liberia President Ellen Johnson Sirleaf: &quot;In the name of Free Trade Unions worldwide, we call on you to use your influence inside the Liberian government to recognise the legitimacy of the Firestone Agriculture Workers' Union. We insist that you certify the elected leaders of FAWUL, and ensure that local management at the Firestone plantation&nbsp;engages in full and meaningful collective negotiations with this union.&quot;
The ICEM welcomes the 21 December Supreme Court decision in Liberia, and, together with the USW and&nbsp;other worldwide unions,&nbsp;will continue to stand with the USW&nbsp;in aiding and assisting the&nbsp;FAWUL.
&nbsp;
&nbsp;&nbsp;

ICEM Welcomes Liberia&#039;s Certification of Legitimate Firestone Union

<img height="31" alt="" src="" width="25" />
ICEM Women&rsquo;s World Conference Decides on 7-Point Programme 
 
The ICEM Women&rsquo;s World Conference was held on 17 and 18 November 2007 in Bangkok. Some 150 women from all continents listened to presentations and worked on their priorities in working groups. Women from Burma, Colombia, Iraq, Nepal, Palestine, Uzbekistan and Zimbabwe presented their work in crisis situations and the fight for peace. All presentations are available in the original languages from ICEM. 
 
One special highlight was the presence of Hashemiyya Muhsin Hussein, President of the Electricity Workers&rsquo; Union for the Basra region, Iraq. In an interview conducted by ITUC she said among other things that, &ldquo;There is a great deal of women working in this sector. During the war between Iran and Iraq, the men left for the front and so women replaced them on a wide scale, which is why there are so many of them now&hellip; 
 
People write slogans on the walls of the markets and other public places against women, against women who work and against women who do not wear the veil. The simple fact of working is dangerous for a woman. But many women have no alternative, because of their financial difficulties. Yes, the fact that I am a woman has made things very difficult as well, but I didn&rsquo;t want to give up and so I fought for this position, even though I received death threats against myself and even against my son.&rdquo; Hashemiyya was elected to the ICEM Executive and women&rsquo;s committee. 
 
One other focus for the conference was work-life balance. The topic was introduced by women representing ICEM affiliates in Japan. Maternity protection was one of the priorities decided on for continuing work. 
 
One example of work in connection with hazardous substances and the dangers they represent for maternity as well as babyproofing the workplace was presented by Margreet Pasman from the Netherlands. FNV Bondgenoten has made folders available on these themes, and they can be accessed from ICEM or Margreet. Gender perspectives on women&rsquo;s health were presented by Edeltraud Gl&auml;nzer from Germany, and work on bullying, violence, HIV/AIDS and abortion was explained by sisters from Brazil. 
 
A publication on maternity protection with different case studies from all continents is available in English, French, German, Japanese, Russian, Spanish and Swedish from ICEM. 
 
A session was held and facilitated by Ramona Parra from FITEQA-CCOO, Spain, to have an exchange with women from Europe. The conclusion was that more work has to be done in cooperation between EMCEF and ICEM. 
 
The conclusions from the conference work fed into the 7 points that were decided for ICEM&rsquo;s future work. The points are as follows: 
 
1. Do research and exchange information on best practices of maternity protection. Information on paternity leave is particularly interesting. 
2. Provide information and guides on how to bargain for paternity leave and work-life balance. 
3. General work must continue on maternity protection and work-life balance. 
4. Strengthen ICEM&rsquo;s work on informal workers, migrant workers and contract and agency workers, especially since a majority of these tend to be women. 
5. Build alliances with NGO&rsquo;s and civil society in order to change mentalities and expand gender equality. 
6. Expand women&rsquo;s leadership training and broaden women&rsquo;s leadership. 
7. Work will continue on Burma, Colombia, Iraq, Nepal, Palestine, Zimbabwe and all others where fights are on-going for human and trade union rights. 
 
The women&rsquo;s conference confirmed Evgenia Esenina as chair of the women&rsquo;s committee and vice-president of ICEM and elected Angeline Chitambo from ZEEWU, Zimbabwe, as vice-chair and ICEM vice-president. 
 
ICEM Congress was held from 22 to 24 November. A record number of women attended the Congress, although some delegations from developed countries were notable in their absence of women delegates. Some examples were very encouraging, however, such as Spain, Sweden, South Africa and Brazil among others. Japan must be lauded for including more women in their Congress delegation each time. Congress passed a motion on women&rsquo;s participation. The ICEM women&rsquo;s committee will be monitoring its implementation. 
 
On the last day of Congress Elena Guti&eacute;rrez, Sitrapequia Costa Rica, called for a minute of silence in memory of the many thousands of women worldwide who have died as a result of violence. This commemoration took place on the eve of the International Day for the Elimination of Violence against Women, explained below.
PLEASE FORWARD TO ICEM ANY INDUSTRIAL CONFLICT WITH A HIGH LEVEL OF WOMEN&rsquo;S INVOLVEMENT THAT YOU FEEL SHOULD BE HIGHLIGHTED BY ICEM ON THE OCCASION OF 8 MACH 2008, INTERNATIONAL WOMEN&rsquo;S DAY. 
<img height="31" alt="" src="" width="25" />
ICEM Colombia Committee Organises Gender Workshop 
 
On 18 July the ICEM Colombia Committee organised a workshop on gender in Bogot&aacute; with 70 men and women participants. The group worked on the construction of patriarchy and the different attributions associated with women and men as well as maternity and paternity. The participants analysed the theory of gender and discussed socialization, abortion and quotas in government in groups. 
 
There were some prejudices such as the idea that gender only refers to women or that gender divides trade unions or that gender is a distraction from the class struggle. There are differences in concepts between gender, feminism and women&rsquo;s movements, and it is important to understand these differences. 
 
Some of the men participants felt threatened in their power position. Since the seminar was mixed, men and women together, the women participated less than the men. ICEM Colombia considers this work to be fundamental and women and men must be involved at all levels of debate. 
<img height="31" alt="" src="" width="25" />
ITUC Seminar on Diversity, Racism and Xenophobia 
 
The ITUC held a seminar on diversity, racism and xenophobia from 4 to 7 December in Geneva. This is a topic that has very strong gender perspectives. Migrant women are generally over-represented in low-skilled employment. 
 
The World Bank reports that women make up about 50% of the migrant population worldwide. The UN calculated in 2006 that about 190 million people live outside their country of origin. 
 
The meeting deplored the fact that racism seems to be on the rise worldwide and that racist policies can be used for electoral gain. ITUC will be developing activities to lead up to the conference in 2009 to follow up the 2001 Conference on racism held in Durban, South Africa.
<img height="31" alt="" src="" width="25" />
Resources 
 
<a href="http://www.ccoo.es/webCCOO/temp/recursos/1/44630.pdf">Good Practice Guide for Non-Sexist Language in Collective Bargaining</a> (in Spanish)&nbsp; 
 
<a href="http://www.uso.es">For an explanation of equality plans in Spain&nbsp; 
</a> 
<a href="http://www.un.org/womenwatch">United Nations Inter-Agency Network on Women and Gender Equality</a> 
 
<a href="http://www.unhabitat.org/pmss/getPage.asp?page=latestPeriods">For a look at the urban informal economy in UN Habitat</a>
<a href="http://www.homeworkersww.org.uk ">HomeWorkers Worldwide</a>
<a href="http://www.lo.no/lobasen/Content/122971/14-06-LO-magasin-eneglsk-skjerm.pdf">For a publication on Women in the South</a> 
 
<a href="http://www.all-together.org">Men and equality and work-life balance</a>

ICEM WOMEN’S BULLETIN 27

<img height="39" alt="" src="" width="100" />
The ICEM North American affiliate, Communications, Energy, Paperworkers (CEP) Union of Canada, announced its intention to re-open sector-wide Eastern Canadian pulp and paper bargaining in efforts to stop the closure of mills and the loss of jobs. Meeting in Montreal on 5-6 December, local union leaders at Canada's largest paper company, AbitibiBowater, adopted the measure as part of an action plan to halt mill closures. 
The announcement by leaders of 35 local unions came in the wake of AbitibiBowater&rsquo;s plan to sack 1,000 paperworkers with the closure of four mills &ndash; in Dalhousie, New Brunswick, McKenzie, British Columbia, and Shawinigan and Donnacona, both in Quebec. The closures mean Canada has now lost 20,000 forest sector jobs in the past two to three years. 
<img height="115" alt="" src="" width="250" />
The proposal to enter talks early will be put to a conference of all pulp and paper local unions from Eastern Canada early in 2008. CEP then will be entering year four of a five-year contract covering 25,000 paperworkers in the eastern half of the country. 
 
&ldquo;We&rsquo;re taking the bull by the horns,&rdquo; stated CEP President Dave Coles. &ldquo;As a union, there are ways we can help cut costs that don&rsquo;t involve concessions, and we want to put them forward.&rdquo; The CEP president stressed that the union will not re-open contracts with the intent to cut wages or benefits. 
 
In 2004, Abitibi was the lead company for the CEP in pattern bargaining in Eastern Canada. The company's latest round of announced cuts occurs shortly after the Canadian company finalised its merger with US-based Bowater. 
<img height="114" src="" width="100" alt="" />
CEP President Dave Coles
&ldquo;We want to sit down face-to-face with AbitibiBowater to explore their closure announcements in detail,&quot; said Coles, adding that talks would centre on all possible alternative plans for the mills. He said early retirements and transition plans for the affected workers would be on the table. 
 
The CEP is also calling on AbitibiBowater and all major pulp and paper companies to join the union in convening a national forest industry summit to agree on urgent matters to support the industry. The union believes the federal government, led by Premier Stephen Harper, has turned a deaf ear to the crisis in the country's forest products industry, a crisis that has severely impacted tens of thousands of Canadians residing in rural areas.

CEP Proposes to Re-open Eastern Canada&#039;s Paper Talks to Halt Rampant Mill Shutdowns

<img height="39" src="" width="100" alt="" />
BHP Billiton, the world's largest combined energy and mining company, will file a legal appeal to avoid hiring contract workers to full-time, permanent jobs at its Escondida copper mining operations in Chile. That was the Australian company's response to a directive from the country's Ministry of Labour on 7 December that it is to directly employ 767 subcontractors at its large copper mining operation in northern Chile, in order to comply with a Law on Subcontracting. 
 
The directive, issued in a report, follows the notice that state-run mining company Codelco, the world's largest copper mining enterprise, must bring over 5,000 workers onto its permanent rolls for the same reason. Codelco utilises the services of some 30,000 subcontractors, compared to 15,000 permanent workers. 
<img height="115" src="" width="250" alt="" />
Furthers reports from the Ministry are expected on Xstrata and AngloAmerican. BHP Billiton wasted no time in saying it will challenge the directive, which, it says, will raise its full-time employment at Escondida by 25%. Escondida is 57.5% owned by BHP, while Rio Tinto holds a 30% stake, and a Japanese consortium holds 10%. 
 
Chile's Law on Subcontracting was passed in 2006 and took effect in January 2007. It sets limits on the number of staff that can be used on short-term jobs. The law changed the secondary responsibility of companies utilising contractors regarding labour responsibilities, giving them primary responsibility. It also created a process in which enterprises must register and establish a fund to meet wage costs and guarantee the supply of full-time workers in case of non-compliance. 
<img height="100" src="" width="100" alt="" />
The purpose of the law is to ensure compliance with existing Chilean labour law and to prevent unfair competition between companies on work conditions. In Chile, some 50% of enterprises were estimated to contract out part of their production, while 20.7% contracted out their main economic activity. Prior to the law taking effect, a full 35% of Chile's labour force was estimated not to have a direct contractual link with the primary enterprise. 
 
In Chile's copper industry, permanent staff earns three times more than contract workers, who oftentimes perform the same work. This issue caused a six-week strike in June and July 2007 by the 30,000 subcontractors of Codelco at its five Chilean divisions. 
 
The Labour Ministry's report on Xstrata and AngloAmerican, which each own 44% of Chile's third largest copper operation, Dona Ines de Collahuase, is expected to be released this week.

BHP Billiton Files Legal Challenge to Chile&#039;s Law on Subcontracting

<img height="39" src="" width="100" alt="" />
ICEM affiliate Chemical, Manufacturing and Connected Trades Employees&rsquo; Union (CMCTEU) has engaged in a global effort to block two pieces of government legislation coming soon to a vote in the National Assembly of the Indian Ocean island-nation. 
 
The two bills the Employments Relations Bill and the Employment Rights Bill. CMCTEU issued a statement saying the government is pressing the measures to a vote in this legislative session before extensive dialogue between the social partners can occur. They ask the ICEM to take this struggle to a global level by asking trade union affiliates to write letters to the Mauritius Minister of Labour, Industrial Relations and Employment opposing the measures. 
 
That minister is Dr. Vasant Bunwaree and letters can go to <a href="mailto:vkbunwaree@mail.gov.mu">vkbunwaree@mail.gov.mu</a>. 
<img height="115" src="" width="250" alt="" />
The Employment Relations Bill has many shortcomings, namely an erosion of workers&rsquo; rights, a cumbersome strike certification process, and restrictions on jobless workers over unemployment pay and ability to regain employment. The legislation also decreases sick leave time and gives no collective trade union protection to workers in small enterprises. 
 
The proposed laws also contain no penalties for employers who unjustly fire workers. 
 
The ILO&rsquo;s International Labour Office has assessed both pieces of legislation. It said that social and labour policies enacted into law must be the result of extensive consultation and social dialogue. It also concluded that the draft statutes set forth no criteria on how the two will function together, and says the legislation as written is short on administrative monitoring compliance. The ILO was also critical of language in the proposed statutes, which, in many places, is not gender-neutral.

Mauritius Affiliate Seeks Halt to hasty Labour Reform Legislation

Archive

Cypriot Electrical Union Takes to Turkish-language ICEM Website

Iraqi Union Federation, FWCUI, Stages Electrical Sector Sit-In

CEP Brings Ills of Petro-Canada’s Montréal Lockout Across the Country

WOMEN’S BULLETIN NO. 27

ICEM HIV/AIDS e-bulletin

ICEM Welcomes Liberia's Certification of Legitimate Firestone Union

ICEM WOMEN’S BULLETIN 27

CEP Proposes to Re-open Eastern Canada's Paper Talks to Halt Rampant Mill Shutdowns

BHP Billiton Files Legal Challenge to Chile's Law on Subcontracting

Mauritius Affiliate Seeks Halt to hasty Labour Reform Legislation

About IndustriALL

Follow us

Contact us