No place for violence and harassment in Indonesia’s garment industry

Causes and risk factors of violence and sexual harassment at the workplace were discussed, as well as the Zero tolerance policy, how to use GFAs to end violence and harassment, and how to assess the risks through health and safety policies.

Participants identified unwelcome touching as something that often takes place in the production area. Toilets, changing rooms and car parks are also places where violence and harassment occur. The Omnibus law has replaced the collective agreement at many workplaces, making discrimination and harassment easier to get away with than before.

Sharing experiences on trusted complaint mechanisms, participants highlighted communication apps like WhatsApp and Telegram to report violence and harassment to unions, as well as the importance of independent audits. An imbalance of power is the root of gender-based violence and harassment (GBVH), and a silence culture at the workplace maintains and encourages it.

Stakeholders shared their commitment to follow their code of ethics, using international standards, trusted complaint mechanisms at workplaces, and raising awareness through training. More than 15 suppliers to H&M, Inditex, Adidas, and Nike shared their programmes on eliminating GBVH and committed to providing more training and safer workplaces.

The employers’ association expressed support for the ratification of ILO C190, and the importance of the new Law No.12 – Criminal Act 2022 on sexual harassment. The Ministry of Manpower reiterated their commitment to reveal sexual harassment even though many companies deny it happens. They also shared experiences on safe houses built together with unions to create a safe environment for victims of violence and sexual harassment.

The Pou Chen trade union network  signing the Zero tolerance policy

The meeting ended with the suppliers and trade unionists signing the Zero tolerance policy. Fighting GBVH is an important part of the work for trade union networks. The Pou Chen trade union network attended the meeting with three suppliers, and together with workplace-level unions, all signed the policy. 

Christina Hajagos-Clausen, IndustriALL textile director, says:

“Women represent more than 80 per cent of workforce in the garment industry and are disproportionately affected by violence and harassment at workplace. We need stronger commitments from industry stakeholders to create workplaces free from violence and harassment.

“The Zero tolerance policy is a good example of collaboration to eliminate GBVH and to create a safer garment industry. We welcome the commitments from GFA brands, H&M and Inditex, as well as Adidas to combat GBVH. The Pou Chen group’s commitment exemplifies the importance of how a trade union network can create change.”

The meeting was held in participation with the Ministry of Manpower, Ministry of Women Empowerment and Child Protection, the Indonesian employers’ association, Better Work Indonesia and ILO Indonesia office.

16-month lockout ends at Ash Grove cement plant

The majority of Unifor’s members voted in favour of the recommendation of the Ministry of Labour and Employment conciliator. With the new contract, workers will receive a 7.5 per cent wage increase and a further 3.5 per cent  increase in the second year. In the third year, workers will receive an increase equivalent to the consumer price index.

The workers are gradually returning to work, a return that will be spread over a 20-day period.

Through this long-lasting dispute, Unifor members at Joliet Ash Grove received solidarity support and financial assistance from other unions across the country.

“We are very proud of our members and we are extremely grateful for all the support that we received from Unifor locals across Canada and from other unions. This financial support has allowed us to continue the fight to the end,”

says local union president Eric Giasson.

The dispute is significant as it was heard before the Administrative Labour Tribunal following a complaint by Unifor concerning the illegal use of replacement workers (scabs) during lockouts announced by the employer. The union won the case, as the tribunal ruled that the company employed workers who teleworked violated the anti-scab provisions of the Labour Code, even though they were not in the locked-out establishment itself.

The ruling, which extended the scope of the anti-scab provisions to telework, has shaken the labour world. The employer has appealed and the case is yet to be heard.

"We are proud of the determination of our members who stood their ground and never gave up. Thanks to their tenacity, this dispute is being resolved in a favourable way. It is now time to heal the wounds and return to normal life,”

says Daniel Cloutier, Quebec Director of Unifor.

Alexander Ivanou, IndustriALL director of materials industries says:

“IndustriALL congratulates members of Unifor Local 177 for their exemplary strength and resistance which brought them to the end of this extremely long lockout and conclusion of the new contract.”

Human rights due diligence in Japanese supply chains

In a meeting with IndustriALL assistant general secretary Kemal Özkan on 26 September, IndustriALL vice president and JLC president Akira Takakura, said that Japanese unions play a vital role in ensuring that multinational companies respect human rights in its supply chains.

“Unions in Japan and abroad should exchange information and cooperate with companies to realize their human rights policy. Companies must see unions as a social partner in handling grievances, providing remedies and eradicate rights violations in the global supply chain.”

The Japan Council of Metalworkers (JCM) has published a guide called Trade unions’ role and responses to human rights due diligence for its affiliates. The union submitted its comment on the guideline to the parliamentary vice-minister of economy, trade and industry (METI), Kazuchika Iwata in June.

“The guideline on human rights and due diligence issued by METI in September is excellent. Trade unions in Japan and other countries should explore how to make use of them to protect human and workers’ rights,”

said Özkan.

In a meeting with Korean unions affiliated to IndustriALL on 29 September, Kemal Özkan discussed priorities of the country’s labour movement. Both parties exchanged on strategic planning for 2023, ongoing campaigns and fight against declining wages and working conditions, and the increase of precarious and informal jobs.  

We mourn the killed Turkish miners

110 miners were underground in the mine, which belongs to the state-owned Turkish Hard Coal Corporation (TTK), when the explosion occurred. 58 miners were rescued and eleven are in hospital, some still in serious condition, according to reports. Rescue workers have found the bodies of 41 miners.

Investigations are continuing, however early indications suggest the explosion happened because of firedamp. IndustriALL Global and Europe demand a proper investigation with  trade union involvement, and that those responsible are held accountable.

Photo: GENEL MADEN İŞÇİLERİ SENDİKASI (GMİS)

The explosion puts the spotlight on the safety situation in Turkish mines. The Western Black Sea region is known as the hard coal mining basin, where there has been mining since the 19th century.

Records show that around 5,000 miners have been killed in the region during that time, with several deadly accidents over the last decade. In 2010, 30 workers were killed in Zonguldak, in 2013 eight were killed in Kozlu.

In 2014, the Turkey witnessed its worst-ever mining accident in Soma, where 301 miners perished. The accident forced the Turkish government to ratify ILO Convention 176 on mine safety and to modify domestic legislation.
 
But the reality in Turkish mines has changed very little. The Turkish Court of Accounts visited the mine in Amasra and identified dangers and risk in its 2019 report:

“In 2019, the balanced production depth of the establishment (mine) is minus 300 meters. This deepening causes an increase in the risks of serious accidents such as sudden gas discharge and firedamp (grizu) explosion. It is known that gas contents are high in all of the worked vessels, therefore their discharge capacities are high, thus their discharge capacities are also high, and the risk increases even more in fault zones. For this reason, in addition to the provisions of the relevant legislation, the provisions of the "Institutional Discharge Directive" should be meticulously complied with.”

Luc Triangle, industriAll European Trade Union general secretary, says:

“We are extremely sad and outraged with this explosion in Amasra. We extend our sincere condolences to the families and wish speedy recovery to those wounded miners. We will continue to give our support for improvement in mines in Turkey.”

Kemal Özkan, IndustriALL Global Union assistant general secretary, says:

“Just like the previous accidents, this one could have been avoided. This is a homicide, not an accident. Turkey has to do much more; it is unacceptable to witness killings in mines in 21st century. This is not the destiny of miners. Our strong solidarity is with the Turkish miners.”

IndustriALL Global and European Trade Unions will conduct an emergency visit together with General Mine Workers’ Union (Genel Maden-Is), the representative union in the mine in Amasra.

United and in action for a Just Future

As inequality in the world is increasing, it threatens to tear apart the social fabric of our societies. Fewer people earn more and own more of the world’s wealth, while the poorest people earn and own a mere fraction.

Despite many governments saying they recognize this huge challenge, none has managed to turn the tide. Inequality is still increasing everywhere, which is why IndustriALL has launched a campaign, United for a Just Future – Time to Pay Up!, to highlight the building blocks needed for a just future.

Unions across Europe have started mobilizing for higher wages to combat inflation and the growing cost of living crisis, with many European unions pushing for bold pay increases. As many bargaining rounds this autumn promise to be difficult, trade unions at national, European and international level are getting ready for action. Trade unions affiliated to industriAll Europe have joined forces in a campaign called Together. In action. For Higher Wages.

 

“Unless we, the unions, take action, we risk losing the gains we have made over the past century. Workers everywhere need a pay rise that reflects the inflation rate and the sacrifices made during the Covid pandemic; they need wages that reflect their essential part in value creation. Inequality and decent wages must take centre stage,”

said IndustriALL assistant general secretary Kan Matsuzaki.

Isabelle Barthès, deputy general secretary at industriAll Europe, said:

“Our economic future is again uncertain, but the great majority of companies are still doing undeniably well. This is the result of workers’ hard labour during the pandemic, and they need to be compensated. This will contribute to social stability and prepare for economic recovery.

“However, wage tools are not enough. Actions on the energy crisis – the root cause of inflation – must come with public intervention to tax windfall profits and anti-crisis measures to protect purchasing power and jobs.”

Ronald Janssen, senior policy advisor at TUAC, stressed that the rising levels of inequality are a threat to democracy. A skyrocketing inflation erodes the real value of minimum wages, which is a double blow for low-paid workers, as rising energy and food prices hit them harder.

According to Janssen, the answer lies in upgrading the collective bargaining and wage formation systems. And looking at past experiences is the way forward; we can solve this together. Union density is key for the strength needed to fight inequality.

“Unions can be the answer,”

Janssen said.

“If you want us to act in a responsible way, we need to know that we get our fair share of the recovery. We can strike a balance of wages, but a balance that protects lower income wages, promote collective bargaining, so that we can be in a stronger position at the table once the crisis is over.”

In the discussion that ensued, participants shared experiences from around the world. The importance of new working time arrangements that facilitate a work-life balance was also pointed out in relation to decent working condition.

Moving the campaign forward, the joint demands include

Aviation unions welcome global agreement on net-zero carbon emissions by 2050

After weeks of negotiations, 184 countries agreed to a net-zero goal by 2050 for the aviation industry at the 41st General Assembly of International Civil Aviation Organisation (ICAO), a specialised agency of the United Nations.

Trade unions representing aviation and aerospace workers have long been calling for increased international ambition on decarbonisation stressing that all countries, industries, and workers have a role to play in decarbonising the entire aviation sector.

In the run up to the event, the International Transport Workers Federation (ITF), IndustriALL Global Union, the European Transport Workers Federation (ETF) and IndustriAll European Trade Union worked together to draft joint trade union demands. The working paper submitted to ICAO by trade unions called for a Just Transition for a zero-carbon future which emphasised the need for the decarbonisation of the aviation industry to be managed in a socially responsible way. It called for quality social dialogue, investment into training and the creation of sectoral action plans by social partners with the relevant authorities.

Unfortunately, the final declaration, being unbinding, only urged states to achieve the goal “in a socially, economically and environmentally sustainable manner and in accordance with national circumstances’’.

The final ICAO resolution and the adoption of the long-term global aspirational goal (LTAG) of net-zero carbon emissions by 2050 has received mixed reactions, with some positive comments from the European Union and European industry. NGOs have been more critical due to the non-binding nature of the agreement.

Georg Leutert, IndustriALL director for the aerospace industry said:

“The aerospace industry is under pressure to come up with zero-emission solutions based on global standards. The longer this takes, the more workers will pay for the resulting deficits. This is why we as unions must engage in the implementation of LTAG and related policies.”

Gabriel Mocho Rodriguez, ITF Civil Aviation secretary said:

"We are in a race against time to secure a sustainable future. Millions of aviation workers are experiencing the effects of climate change first hand, which is making the aviation workplace more dangerous. Increasing air turbulence poses a major risk to passengers and flight crew, extreme heat is disrupting airport operations, and rising sea levels threaten to inundate airports. The ICAO LTAGs were hard to achieve to this point, but if we are to move action forward with the speed that we need, workers must be driving decarbonisation and the aviation industry's transition."

Isabelle Barthes, industriAll Europe deputy general secretary said:

‘’Climate change is a global issue and we will continue to call on all countries and regions to step up their efforts in reducing the climate impact of flying including via the uptake of sustainable aviation fuels and the development of carbon-neutral aircraft. Workers are at the heart of the green transition, but unfortunately seem to have been forgotten in ICAO’s declaration! We insist on quality social dialogue and proper support to ensure that no worker or region is left behind, the green transition must be a Just Transition.’’

Eoin Coates, head of the ETF Civil Aviation Section, said:

“Social expectations and environmental goals must go hand in hand. Workers need to be at the heart of the environmental transition process, a transition that must be just and allows workers to be an active part, from design to implementation. They must be helped to adapt to the new developments and have guaranteed healthy and sustainable jobs as the aviation industry becomes a greener sector. While we welcome the progress the LTAG makes on the environmental sustainability of the industry, there is still a lot of work to be done on its social sustainability.”

World union leaders discuss future of base metals industries

The dialogue was led by sector co-chairs Sanjyot Vadhavkar, from SMEFI, India, and Dave Mc Call, from USW, USA.

Base metals industries suffer from the supply crisis caused by Russia’s invasion of Ukraine. The market is volatile, and some producing countries like China, are expanding their capacity despite a growing overcapacity and a sluggish demand. In addition, two trends are revolutionizing the sector; the need for a reduction of greenhouse gas (GHG) emissions requires a new and changed setup of production, particularly in the steel industry, which is responsible for one-third of the industrial GHG emissions worldwide; and new technologies to achieve carbon neutrality in the industry. They are available, but are very costly and require huge investments.

The digitization of production changes jobs and skills requirements, as well as the working environment in steel and the aluminum industries. Industry 4.0 is a threat to jobs – at least to traditional jobs. The union leaders in the steering committee discussed how to meet these changes. Although IndustriALL offers support to affiliates, measures have a limited reach as long as China, the biggest producer with over 50 per cent of global capacity and output, does not participate in the efforts to reduce GHG emissions. Instead, they produce high volumes of cheap steel with traditional blast furnaces.

Participants also discussed with Annie Heaton, CEO of the multistakeholder standard organization Responsible Steel, about the challenges and opportunities of certified steel production to promote steel production with less GHG emissions and better working conditions. Annie Heaton invited all IndustriALL affiliates to join Responsible Steel as civil society members.

IndustriALL assistant general secretary Christine Olivier addressed the committee, calling on them to take action to better protect the workplaces in the industries.

Matthias Hartwich, IndustriALL base metals director urged affiliates to:

“Embrace the changes that are coming: digitization is transforming the sector and reducing the CO2 footprint is a big challenge for both the industry and the workers. We must pilot our affiliates and their members through the changes to safeguard jobs and working conditions. We must and we will make this a just transition. This is also what we, together with our sister organization industriAll European Trade Union, demanded together with TUAC at the OECD Steel Committee earlier this month. We will stay alert, and we will deliver tools and instruments to our affiliates. Workers must not carry the burden of the base metals industry’s transition.”

Madagascar unions demand justice for jailed trade unionist

On 28 August, the Anosy Court in Antananarivo sentenced and jailed Sento for 12 months, after he posted on social media about the discussions the unions had with the management of E-Toile S.A., a textile and garment manufacturer where he was employed as a machinist. Amongst other charges, Sento, who is a trade union representative, is accused of breaching confidentiality and “agitating workers.”

Syndicalisme et Vie des Sociétés (SVS), which is affiliated to IndustriALL Global Union, disputes this and says that Sento “is a victim of moral harassment whose rights to freedom of opinion, expression, and association are being violated as well as his rights as a trade union representative.”

In the post, Sento, informed the co-workers about various union issues that were discussed with the management. These included on union elections, that the food committee should raise concerns about poor food quality after reports of stale food, training of workers on the role of the labour inspectorate, and that the employer should approve and not deny workers’ rights to holidays, off-days, and sick leave, which are protected by the labour laws.

 

On 8 October, SVS and IndustriALL visited Sento at the Maison Centrale Antimora prison in Antananarivo, where he is jailed and briefly talked to him.

“There is nothing extraordinary about the social media post besides it being our usual mode of communication as workers. But I was taken by surprise by the reaction of the human resources department, which said they were disappointed by the post and asked me to delete it, which I did. However, they then laid charges against me.

“As a trade union representative, I wrote this post soon after the meeting because workers were anxious to hear the outcomes of discussions with the management; and social media happened to be the most effective way to reach them,”

says Sento.

During a march to commemorate the World Day for Decent Work on 7 October in Antananarivo, workers held banners is support of his release, and chanted slogans condemning the injustice against the worker. They said employers were colluding with the justice system to violate trade union rights.

“The conviction of Sento on trumped up charges shows that E-Toile wants to hide the truth on workers’ rights violations at its factories. We are campaigning against this injustice and trade union bashing and want him to be released as he is in jail for doing trade union duties. Representing workers as a union leader is not a crime,”

says Ravonintsoa Malala, SVS president.

Atle Høie, IndustriALL general secretary says:

“We are appalled by this conviction and jailing of a trade unionist for reporting to co-workers about discussions at a meeting with management. This is unacceptable, and we would like to remind E-Toile management and the government of Madagascar that they must respect national and international labour standards on freedom of association and trade union rights. The employer and the government should engage in social dialogue with trade unions instead of intimidating workers with trumped up charges and imprisonment.”

A trade union guide of practice for a Just Transition

A trade union guide of practice for a Just transition
 
ENGLISHESPAÑOLFRANÇAIS 
RUSSIANARABICPORTUGUES
  
TURKISH  


The guide outlines Just Transition on workers’ terms and emphasizes a Just Transition framework that, first and foremost, protects the livelihood of workers, now and in the future.

Each step outlines a bold, positive approach for society. Better paying jobs, secure work, strong social protection and investment in communities are all elements that ensure a society where you can expect fair payment for labour, strong rights on the job and an optimistic future for all who share clean air, water and food on a healthier planet, guided by social dialogue.

The first part discusses the realities of the economic and political status of Just Transition in 2022, bringing focus to the pitfalls and shortcomings in Just Transition efforts to date so union leaders and allies can be prepared for inevitable challenges that present themselves.

It also contains the results of a Just Transition global survey among IndustriALL affiliates, which reflects the full spectrum from IndustriALL’s affiliates across the globe.

The second part offers unions a broad set of steps to follow to structure a successful Just Transition effort. It contains concrete tools for implementation and monitoring, primarily for unions and allies but can also offer insights to country leaders and responsible company executives.

The Appendix provides specific language for Just Transition plans that can be used and adapted by unions in different countries.

“This guide of practice contains concrete steps for unions to launch and achieve a strong Just Transition framework. For a transition to be just, unions and workers must be involved, if they are not part of the discussions and decision-making process we talk about a simple transition, not a Just Transition for workers, their families and communities”

says Diana Junquera-Curiel, IndustriALL director of energy industry and Just Transition.

How to achieve a Just Transition in Turkey

Climate and energy expert Önder Algedik explained the context of climate policy in Turkey and Alpkan Birelma, assistant professor at Özyeğin University and author of the recent FES report on trade unions in Turkey, reported on the persistent challenges for Turkish trade unions in defending workers’ rights.

The Turkish context

The Turkish economy is at peril with an inflation rate spiralling out of control hitting 83% in September 2022. However, it Turkish economy still benefits from investments in industrial manufacturing due to supply disruptions in other parts of the world, the proximity to its biggest export market –  Europe –  (41.3 per cent of Turkish exports) and low labour costs. 

Despite having ratified the Paris Agreement with the target of reaching climate neutrality by 2053, the Turkish government is investing in domestic coal production. This is to secure energy supply for a country largely depending on fossil energy imports, mainly from Russia and the Middle East. Turkey is expected to revise its current target of 21 per cent emission reduction by 2030 ahead of COP27 in November.

Turkey will need to develop a more ambitious climate agenda to align with EU targets and legislation. The Carbon Border Adjustment Mechanism will increase the price of Turkey’s exports to the EU. The EU’s phasing out of combustion engine cars by 2035 will also have an impact, and Turkish textile exports will have to conform with the EU’s Sustainable Textile Strategy, aimed at decreasing the use of water and raw materials, as well as promoting the reuse and recycling of textiles.

What does this mean for workers?

Just Transition is a relatively new subject on the Turkish trade union agenda.

As Turkey’s industrial landscape is characterized by an ever-growing increase in carbon-intensive industrial manufacturing and the absence of a climate policy, there has been little reason to be concerned about industrial change linked to decarbonisation. Furthermore, Turkey’s problematic industrial relations make trade union involvement in anticipating change very difficult.

According to a recent report by the Friedrich Ebert Foundation, trade union rights in Turkey are far from being aligned with ILO core conventions. Collective bargaining rights have been under attack and the right to strike has been further restricted. The ITUC has ranked Turkey among the ten worst countries for workers since 2016.

Despite the difficult context, the Turkish trade unions were able to report about first concrete steps they are undertaking or planning to anticipate the transition in their sectors, such as studies on workers in thermal power plants or informing members through webinars on sutainability.

IndustriALL Global Trade Union and industriAll European Trade Union stand side by side with their Turkish affiliates in defending trade union rights and ensuring a Just Transition for workers as Turkey embarks on the road to net-zero emissions.

 

Kan Matsuzaki, assistant general secretary of IndustriALL Global Union, said:

“The workshop is only the first step in more focused discussions on trade union rights and Just Transition in Turkey. We will assist our Turkish colleagues in working towards a Just Transition that is in line with the ILO Guidelines adopted in 2016: a transition that is based on strong trade union rights, the implementation of the ILO core conventions and effective social dialogue mechanisms.”

Judith Kirton-Darling, Deputy General Secretary of industriAll Europe, said:

“In the context of skyrocketing inflation and the energy price crisis, the need to anticipate the changes underway for Turkish industrial workers is now more important than ever. The European Green Deal will impact economies beyond EU boarders. We stand side by side with our affiliated trade unions in demanding sustainable industrial strategies and full involvement of trade unions in managing the change. Nothing about us, without us!”