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Trade unions from ten Arabic-speaking Middle Eastern and North African countries gathered in Amman, Jordan, on 2-3 September, and the result was a loud cry for global union solidarity from the unions of the politically troubled region. The event was an ICEM regional conference, and the Global Union Federation has now received 11 requests for affiliation from unions that attended. 
 
Jordanian Labour Ministry official Majeed-el Hbachena opened the conference, and said it is important that states offer constitutional and legal rights to trade unions so that they may fulfil their obligations. He also said governments must engage trade unions in developing education and training strategies for workers. 
<img alt="" src="" width="300" height="219" />
Key items in discussions over the two days included efforts by Iraqi unions to defeat the proposed oil law in that country, and winning respect and fair treatment for Palestinian workers from Israel and the global community. The 35 trade union leaders that attended stood united behind the position that Iraq&rsquo;s natural resources belong to all Iraqi people! 
 
Trade unions from Kuwait, Yemen, Algeria, Egypt, and Iraq seek affiliation with the ICEM. &ldquo;We have an important role to play in the region,&rdquo; said ICEM General Secretary Manfred Warda. &ldquo;It is oil and gas, but electrical power, mining, and chemicals are also of major importance. Faced with increased levels of privatisation and contract and agency labour, unions in MENA face the same attacks as unions everywhere,&rdquo; said Warda. 
 
The region also elected its nominees for ICEM statutory positions, posts that will be endorsed at ICEM&rsquo;s November Congress. Some positions were designated on a yearly rotation system in order to bring more Middle East and North African (MENA) unions to the global front. Selected as the ICEM Vice President and Presidium member, in a rotating role, was Mohamed el-Sayed Morsi of Egypt&rsquo;s Public Syndicate of Public Utilities. Current Executive Committee member Abdeslam Mansour of UMT, Morocco, was confirmed to retain that seat, and the substitute post will rotate between a delegate from Jordan&rsquo;s General Union of Petrol and Chemicals Workers&rsquo; Union, and the General Union of Petroleum, Mining, and Chemicals Workers in Palestine (GUPMCWP). 
<img alt="" src="" width="350" height="155" />
Hashmeya Muhsin Hussein, president of Iraq&rsquo;s General Union of Electricity Workers and Technicians (GUEWT), a member union of the General Federation of Iraqi Workers (GFIW) and ICEM&rsquo;s first affiliate from the occupied country, was nominated as the future Women&rsquo;s representative on the Executive Committee. 
 
ICEM&rsquo;s work in the region was strongly supported in Amman by the presence and voices of ICEM President Senzeni Zokwana, the president of the National Union of Mineworkers (NUM) in South Africa, and Welile Nolingo, the general secretary of South Africa&rsquo;s Chemical, Energy, Paper, Printing, Wood and Allied Workers&rsquo; Union (CEPPWAWU), who also is an ICEM Presidium Member. 
 
The conference had the support and expertise of the Friedrich Ebert Foundation (FES). FES&rsquo;s Britta K&auml;hler, from the Jordan office, played a major role in developing and carrying out the conference. It also benefited through involvement from the US Solidarity Center.

ICEM’s Middle East-North Africa Region Surges with New Growth

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

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

As the world commemorates International Human Rights Day tomorrow on the 57th Anniversary of signing the UN Universal Declaration of Human Rights, the 20-million-member ICEM, the International Federation of Chemical, Energy, Mine and General Workers' Unions, cautions that the vision and promise of the Declaration is clouded in today's world of violence and social inequality. 
<img height="86" alt="" src="" width="100" />
&quot;We must stop to reflect on the language and the meaning of the 1948 Declaration,&quot; said ICEM General Secretary Fred Higgs. &quot;We must strive to rid the world of sinister forces intent on domination and hear the voices of those not free from want, and of those facing insecurity brought by global strife.&quot; 
 
Higgs reminds ICEM affiliated trade unions, as well as the global community, that the UN proclaimed a World Program for Human Rights Education last year. &quot;Education, together with meaningful employment opportunities, is the key to remove poverty and intolerance that exists in many parts of the world today,&quot; said Higgs. 
 
On the 10 December observance of International Human Rights Day, the ICEM points to both rich and poor nations, many of which have repressive governmental regimes, for holding back the fulfilment of standards enshrined in the UN Universal Declaration of Human Rights. 
 
Upholding human rights applies as well to trade union rights, which are violated by a large number of countries. The UN Universal Declaration includes, in Article 23, that &quot;everyone has the right to form and join trade unions for the protection of his interests&quot;. 
 
The ICEM points to continued restrictions on political liberties and democratic rights in Nepal as one example. Early this year, King Gyanendra placed the Himalayan country in a state of emergency and suspended free speech and assembly in efforts to stamp our political dissent. 
 
The Global Union Federation also directs attention on the military leaders of Burma and to the multinational companies doing business with the country, where slave labour continues to be used at a large scale. Specifically, ICEM questions the recent and sudden shift by the military junta of administrative governmental services from Rangoon to a remote area in which thousands of civil servants were forced to relocate without adequate living and other conditions. 
 
The ICEM also calls for an end to the Israeli occupation of Palestine. &quot;A solution must be found, giving the Palestinians a viable state and economic justice&quot; stated Higgs. 
 
&quot;The ICEM will continue to defend human rights across the world wherever we find abuses and injustices,&quot; added Higgs. 
 
On 10 December 1948, Member States of the UN proclaimed the Universal Declaration of Human Rights &quot;a common standard of achievement for all peoples and all nations.&quot; The UN's charter itself set &quot;universal respect for, and observance of, human rights and fundamental freedoms for all without distinction as to race, sex, language, or religion.&quot; Fifty-seven years later, we must ask ourselves how far we have come on that legacy.

ICEM Calls for a Real Focus on Human Rights

Year 2005 has been an important year for the expansion of ICEM&rsquo;s activities in the fight against HIV/AIDS. The Global Union Federation&rsquo;s commitment has manifested itself in an up scaling of innovative projects and activities. Many of ICEM&rsquo;s 389 trade union affiliates in 122 countries have joined the fight to reverse the pandemic. 
<img height="122" alt="" src="" width="86" />
From the beginning of Year 2005, a Global HIV/AIDS Coordinator based in Geneva has been in place and a regional coordinator manages the African project from Johannesburg. Two training workshops were held in June and November for national coordinators from twelve sub-Saharan African countries. A manual on collective bargaining is being finalised. 
 
HIV/AIDS has been mainstreamed in ICEM global and regional meetings. A seminar for the Asian and Pacific region in Tokyo in October sponsored by ICEM-JAF laid the foundation for the expansion of ICEM work in that region. 
 
ICEM&rsquo;s global information policy has been carried forward. The new ICEM website includes <a href="/?id=72">web pages on HIV/AIDS</a> with links to important HIV/AIDS sites and materials of intergovernmental organisations, NGOs and other Global Union Federations, as well as the Global Unions Programme against HIV/AIDS in which the ICEM takes an active part. Power Point Presentations have been developed and posted on the web for the use by affiliates. An e-bulletin is being published monthly. The latest version, also released on December 1, can be read <a href="/index.php?id=72&amp;doc=1539">here</a>.
The leaflet &ldquo;ICEM Responds to HIV/AIDS&rdquo; is launched on World AIDS Day, and can be <a href="/wp-content/migration/icem/0511AIDSleaflet.pdf">downloaded here</a>. 
 
A central part of ICEM strategy is the expansion of services of existing health clinics of major mining companies to the wider community. It is the logical progression of the valuable workplace education and awareness programmes, which have been in place. And it is here where the ICEM will have a real impact. Agreement in principle has been reached with two multinational mining companies to up scale voluntary counselling and testing (VCT) and the provision of antiretroviral treatment (ART). Substantial amounts of funding with a long-term perspective are required from sources not previously accessed by trade unions. The ICEM calls on the Global Fund to Fight HIV/AIDS, Tuberculosis and Malaria (GFATM) to support more co-financed workplace projects to provide VCT and ART in partnership with unions and companies. 
 
&ldquo;The ICEM is strategically positioned for such a direct role in the fight against HIV/AIDS,&rdquo; says General Secretary Fred Higgs. &ldquo;We represent workers in the mining industry, a sector disproportionately stricken by the virus due to living and working conditions. We also represent chemical workers in the major drug-producing companies of the world.&rdquo; The ICEM will continue to be engaged with pharmaceutical companies to provide affordable drugs to those living with HIV/AIDS in the least developed countries. 
 
The ICEM continues its advocacy for genuine poverty eradication policies and for an increased financial commitment to fight the pandemic, especially through the Global Fund. The establishment of a permanent G8 working group is central to this. The newly established partnership between the WHO and the Global Unions must result in concrete assistance for workplace VCT and ART programmes. 
 
The ICEM calls on all affiliates to use World AIDS Day to intensive their campaigns to reverse the pandemic.

ICEM reiterates strong commitment to combat HIV/AIDS

<img height="259" alt="" src="" width="200" />
25 November 2005 
International Day for the Elimination of Violence Against Women 
 
Contents 
 
1. Belgium - Amnesty International 
2. Brazil 
3. Canada 
4. Costa Rica 
5. Guatemala 
6. Mexico 
7. Philippines 
8. Spain 
9. China - Worker Dies After 24-hour Shift 
10. European Union - Social Partners Agree Joint Text on Gender Equality 
11. Finland - Pay for women in Finnish industry is now 85 cents 
12. France - Equal Opportunities at TOTAL 
13. International Partnership for Microbicides 
14. ORIT - Women at the Summit of the Americas 
15. South Africa - ICEM Women&rsquo;s Strategy Meeting 
16. Switzerland - New Weapon to Combat Salary Discrimination 
17. United Kingdom - &ldquo;Women are less happy with their pay&rdquo; 
 
1. Belgium - Amnesty International 
 
&ldquo;If you beat your wife, you&rsquo;re not a man,&rdquo; is the theme of Amnesty International Belgium&rsquo;s year-end campaign which runs from 25 November to 10 December 2005, which is International Human Rights Day. 
The campaign is geared primarily to men and young people. At least one woman out of five is a victim of domestic violence in Belgium, and apparently it is men who are responsible for such abhorrent behavior that drives too many women to the hospital&hellip;or the morgue. 
 
According to the World Bank, one woman or adolescent out of five (hence many millions of women) worldwide have been battered, or are victims of sexual violence at least once in their lives. Violence against women at home knows no social, ethnic, geographical or economic bounds. Unfortunately, this violence seems to be more and more a trait of all societies. 
 
Likewise UNIFEM, which has launched its 16 Days of Activism Against Gender Violence to last until 10 December, is also symbolically linked against gender violence and the abusive onslaught against human rights, which such violence brings. 
 
2. Brazil 
 
On 25 November, the 36 local unions affiliated to the FETIESC Federation in Santa Catarina commemorated the International Day for the Elimination of Violence Against Women by launching a campaign entitled &ldquo;What Example Are you Giving? What Future Are you Providing?&quot; 
In Brazil, approximately 15,000 rapes and other acts of sexual violence occur each year, but women in most cases do not denounce their aggressors for fear of future insecurity. Most are cases of aggression committed at home by husbands and partners, in many cases in the presence of children. 
In Latin America and the Caribbean, domestic violence costs nearly 15% of GNP; in Brazil it is 10.5%. FETIESC has created a group called Men for the End of Violence against Women. 
 
3. Canada 
 
Vigils start on 25 November and go to 10 December, because in Canada 6 December marks the anniversary of 14 women who were murdered at a polytechnic school in Montreal. On that day in 1989, the students were gunned down by a man motivated solely by his hatred of women. 
Maria Shupenia from affiliate CEP Women&rsquo;s Committee writes, &ldquo;Since this massacre, and every year since, we remember these women, and gather to denounce all acts of violence against women in Canada.&rdquo; 
4. Costa Rica 
 
SITRAPEQUIA&rsquo;s Women&rsquo;s Section had a debate on the draft legislation on the penalization of domestic violence together with the National Women&rsquo;s Institute, including a film and panelists. 
All SITRAPEQUIA members received a flyer against economic and job-related violence which affects women workers in the Americas. Their conclusion is that there is no such thing as a democratic society with violence on the job. 
Elena Guti&eacute;rrez from SITRAPEQUIA writes, &ldquo;The RECOPE refinery has many men and few women, there will always be more men&hellip;they were very impressed by the topic of the law to penalize violence against women. It is a draft that has been in discussion for three years. The women in the National Assembly are fighting for it.&rdquo; 
 
5. Guatemala 
 
A group of women from Guatemala traveled to Spain and then to Brussels from 22 to 26 November together with Comisiones Obreras and the Spanish Women&rsquo;s Institute to denounce the situation of extreme injustice of murders of women in Guatemala. 
This barbarism was influenced by armed conflict that went on for 36 years, during which rapes and sexual violence were part of the strategy of counterinsurgency. 
No one to date has been held accountable for these atrocious acts. Rather, since Guatemala is a patriarchal and macho society, women are penalized and no one recognizes their rights. They find themselves alone in fighting against the gangs of delinquents roaming the towns. The murders are not judged or condemned, which implies connivance on the part of the state. 
According to the Inter-American Human Rights Commission, 1,188 women were murdered between 2001 and August 2004 in Guatemala. 
 
6. Mexico 
 
Ciudad Juarez, Mexico&rsquo;s fourth largest city, is known as the capital of murdered women. At least 75 women, most of them factory workers, have been raped and murdered there since 1993. Scores more are missing. The city&rsquo;s law-enforcement authorities have been exposed as incompetent or corrupt. 
More than a dozen women&rsquo;s groups have arisen in the city, and these groups are composed of mothers and grandmothers and friends of the murdered and missing. The groups demand that more attention be paid to violence against women in a city where young women&rsquo;s lives do not count for much. 
Women work late into the night without security. Billboards and bus advertisements warn women to be careful and watch for their lives. Women&rsquo;s groups believe that the murders are the work of copycats who have discovered that they can rape and kill with impunity. 
In El Paso, Texas, just across the border, local lawmakers, trade unionists and students recently launched a Coalition on Violence Against Women and Families on the Border. Because of NAFTA, both countries must take the responsibility for the violence. 
 
7. Philippines 
 
The United Nations has adopted a Philippines-led resolution calling for global action against violence against migrant workers who are women. Among the key features of the resolution, nations are called upon to incorporate a gender perspective in all policies on international migration, including protection of women migrant workers from violence, discrimination, exploitation and abuse. 
The resolution also calls on criminalizing violence against women migrant workers, and protecting rights of women migrant workers, regardless of their immigration status. The Philippines has been forefront in advancing the safety of women migrant workers. 
 
8. Spain 
 
Comisiones Obreras condemned once again violence against women which is manifested at work by sexual harassment and bullying. In Spain, 60 women have died in 2005 of gender-related violence. 
This is a structural and globalized phenomenon due to unequal power relations between men and women. It is an expression of existing discrimination which is passed on by means of models and cultural patterns that see violence as acceptable. That is why education is necessary to raise awareness on prevention, detection and eradication of violence. 
Action is necessary to protect the most vulnerable such as the disabled, young girls, the elderly or migrant women who, because of their irregular situation, have little or no protection. What is even worse is the vulnerability of women and girls who are victims of trafficking and networks of sexual exploitation. 
Likewise, Comisiones Obreras denounces violence against women trade unionists, women and girls who are the victims of belligerent conflicts or fundamentalism and religious fanaticism. 
 
9. China - Worker Dies After 24-hour Shift 
 
A woman died of exhaustion after working a 24-hour shift at a Chinese handicraft factory, following weeks of 15-hour days, the Chinese state media reported on 3 November. 
The 30-year-old migrant worker, He Chunmei, fell into a coma and died after working for 24 hours at the Guangzhou Huaxin Handicraft Factory in southern Guangdong province. A co-worker said factory employees had been ordered to work 15 hours a day since 24 October to complete orders ahead of a planned move to a new location. 
 
10. European Union - Social Partners Agree on Text of Gender Equality 
 
The EU-level social partners agreed a new text to improve gender equality at the workplace in March 2005. The joint text is called &ldquo;Framework of Actions on Gender Equality,&rdquo; and was concluded by the European Trade Union Confederation (ETUC) and the employers&rsquo; side.
Both parties state that integrated strategies are needed to promote gender equality and tackle the remaining inequalities of the labor market. These strategies include actions to desegregate labour markets and to address gender roles in society. The parties do note that difficulties still persist such as the difficulty to reconcile work and family life, the reproduction of gender stereotypes in employment, gender segregation in the labour market, and the gender pay gap. 
Four priorities were set to tackle the problems in the years ahead. They are meant to address gender roles, to promote women in decision making, to support work-life balance, and to tackle the gender pay gap. 
 
11. Finland - Pay Deficit for Finnish women is now 85 cents to the Euro 
 
In second quarter 2005, women's pay for regular working hours in the Finnish industrial sector was, on average, &euro;11.42 per hour, with men earning &euro;13.46. This means that for every Euro paid to a man, a woman earns the equivalent of &euro;0.848 cents. 
In second quarter 2005, nominal wages for men were, on average, 1.4% above the second quarter 2004 level. In the same period, women's nominal wages rose by 2%. On average, real growth was 0.5%. The higher percentage for women reflects the lockout of the male-dominated paper industry in May and June. 
 
The biggest growth, 6.1%, took place in the rubber industry. 
 
12. France - Equal Opportunities at TOTAL 
 
The European Federation of Mine, Chemical and Energy Workers&rsquo; Unions (EMCEF), signed a European agreement on 21 November with TOTAL on equal opportunities. 
The agreement is based, on one hand, on a report on diversity and equal opportunities drawn up by the TOTAL European Works Council, and on the other the equal opportunities framework adopted by the ETUC and European employers in March 2005. 
An annual report will be presented which will enable the European Works Council to follow relevant developments. The report will be based on data on recruitment, career development, mobility, work-life balance, equal pay and training. The agreement lays down goals and objectives which will be negotiated together with the employer. 
 
13. International Partnership for Microbicides 
 
Women in developing countries will have easier access to future microbicides that will offer some protection against the HIV/AIDS virus. 
Two pharmaceuticals companies, Merck &amp; Co and Bristol-Myers Squibb, have agreed to donate the rights to develop, manufacture and distribute vaginal gels and creams that include experimental compounds to help prevent HIV infection. T
he nonprofit International Partnership for Microbicides will be permitted to develop the products without paying royalties. 
&ldquo;The search for an effective microbicide is crucial to providing women with more options to protect themselves against HIV infection,&rdquo; said Dr Peter Piot, executive director of the Joint United Nations Programme on HIV/AIDS. 
 
14. ORIT - Women at the Summit of the Americas 
 
Women trade unionists from the Americas met on 1 November in Mar del Plata, Argentina, in the framework of the Peoples&rsquo; Forum. The theme was to create work to overcome poverty. 
Unity and integration of the working class were also stressed as representatives from ICFTU/ORIT joined together with the trade union federation CLAT from the WCL. 
Decent work is the key to creating more democratic societies. Civil society needs space to participate, including activities promoted by the Organization of American States. 
 
15. South Africa - ICEM Women&rsquo;s Strategy Meeting 
 
The Friedrich Ebert Foundation (FES) sponsored a meeting of ICEM&rsquo;s African Women&rsquo;s Committee to develop strategy. 
The shop-steward development project also has women&rsquo;s facilitators who are building up women&rsquo;s leadership on the shop floor. This work can be linked to the broader work of the women&rsquo;s committee. The group worked on equal pay criteria and decided to investigate the pay situation in 14 different jobs done by women and men. 
In addition, Shirley Miller, ICEM&rsquo;s African HIV/AIDS coordinator, presented ICEM&rsquo;s fight against HIV/AIDS programme with an emphasis on gender-related challenges to the fight against HIV/AIDS. The women attending discovered how they can become more actively involved in ICEM&rsquo;s project on HIV/AIDS. 
 
16. Switzerland - New Weapon to Combat Salary Discrimination 
 
Swiss trade unions say a new method of calculating salary differences between the sexes shows women are paid up to one-fifth less for performing the same work. Despite equal pay for equal work being enshrined in the Swiss Constitution, the Swiss Federation of Trade Unions said there had been little progress over the past 25 years. 
As part of a new campaign for higher pay for women, the unions unveiled an on-line pay calculator. The tool takes into account qualifications, including work experience and level of education to evaluate salaries between men and women doing the same job. The unions said making the calculation tool available on the internet promotes transparency and empowers women to demand equal pay. 
See <a href="http://www.lohngleichheit.ch">www.lohngleichheit.ch</a>&nbsp;(available in German, French and Italian). 
 
17. United Kingdom - &ldquo;Women are less happy with their pay&rdquo; 
 
Women are less likely to be satisfied with their take-home pay than men, a survey in the UK has revealed. Over one in four female employees said they are unhappy with their pay, compared to one in five male workers. 
However, in spite of this, women were found to be less likely to complain about pay. Only 39% of female respondents said that they had discussed their pay with their manager. Workers can check their salary against that of people doing similar jobs across the UK on the following website: <a href="http://www.paywizard.co.uk">www.paywizard.co.uk</a>.
<hr />

 
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ICEM Women’s bulletin No. 7 – December 2005

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US-based Halliburton, the giant construction and oil services company so closely linked to the Bush government, is intent on supplanting a national union at its Indonesian operations in oil-rich Balikpapan, East Kalimantan. 
The company is challenging the certification of Chemical Energy, Mines, Oil &amp; Gas and General Workers&rsquo; Union (FSP KEP) at a regional labour agency, claiming a plant union is in place. FSP KEP has been the registered union at Halliburton&rsquo;s energy services base in Balikpapan since 2001. 
Even prior to last month&rsquo;s challenge favouring a company union, Halliburton systematically has attempted to weaken FSP KEP&rsquo;s representation status by refusing to recognise the union&rsquo;s shop-floor leaders, and then threatening to discharge FSP KEP leaders who step forward in the course of their union responsibilities. 
Halliburton got a foothold in Indonesia&rsquo;s oil and energy industries some 30 years ago under the Suharto regime.

Halliburton Out to Break Energy Union in Indonesia

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Works Councils in Europe of chemical/foods conglomerate Unilever will handbill company plants in Germany and The Netherlands on the first of December. 
The actions, along with press attention and mass meetings, are in protest to Unilever&rsquo;s decision to outsource 2,500 finance and shared services jobs to outside companies. 
The December date was chosen because it is then that the company will announce to workers outsourcing of human resource and shared services jobs to employment agency Accenture, and finance jobs to IBM. 
Unilever sites most heavily affected will be Rotterdam and Hamburg.

Workers at Unilever in Europe Take Protest Actions

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