Swedish unions help to strengthen their Latin American peers

On 8 April, Magnus Kjellson and Pamela Valenzuela from Unionen, together with Fanny Högrell from IF Metall, attended a meeting at IndustriALL's regional office in Montevideo. The aim was to assess the achievements of the “Construyendo poder sindical en América Latina” project, which seeks to build union power in Latin America, and plan the next steps.

IndustriALL's regional secretary, Marino Vani, told them about the political, economic and structural challenges facing affiliates in the region. He also explained the strategies in place to foster unity among trade unions and strengthen the voice of workers in the industry.   
The project seeks to meet the objectives set out in IndustriALL's Action Plan while also analysing and addressing weaknesses, with a view to ensuring that unions can safeguard workers' rights and help to drive change in the region.

Meeting participants highlighted the importance of working with and strengthening the regions "macro sectors", a strategy introduced by IndustriALL at its 2016 Congress. Meetings that bring together these macro sectors cover the entire supply and production chain of the multinationals present in the region, which means that most affiliates attend.

They also discussed specific capacity-building projects for affiliates in selected countries. The work of the gender working group, which comprises women managers and union leaders from more than ten countries in the region, was also a focus of the meeting.  

The Swedish union representatives shared their concerns about the rise of right-wing nationalism in many countries in Europe, including Sweden, as this has a direct impact on international union cooperation. 

Many Nordic unions are under pressure from government development and cooperation agencies to show that the projects they support deliver concrete results and to ensure that they can oversee the actions taken in implementing countries.

After taking stock of these new developments and their impact on international union cooperation, meeting participants agreed to keep working together to ensure that the project remained viable.

It is time to act on decent work for all e-waste workers

This video from the Self-Employed Women's Association in India shows the realities of processing e-waste

The Global Dialogue Forum on Decent Work in the Management of Electrical and Electronic Waste (e-waste) took place from 9 to 11 April 2019. The purpose of the Forum is to discuss current and emerging issues related to the promotion of decent work in the management of e-waste, with the aim of adopting points of consensus, including recommendations for future action by the International Labour Organization (ILO) and its members.

IndustriALL Global Union, under the auspices of the International Trade Union Confederation, coordinated the trade union experts’ participation, drawn from the following six countries; Denmark, India, Japan, Russia, Sweden, and UK.

The e-waste industry is the largest growing waste stream. It is hazardous, complex and expensive to treat in an environmentally sound manner, and there is still a general lack of legislation or enforcement surrounding it in many countries. The majority of work with e-waste in developing countries takes place in the informal economy. Under these circumstances, issues of e-waste workers such as the violation of fundamental workers’ rights, child labour, precarious working conditions and neglect of health and safety have been reported to IndustriALL, especially from developing countries.

The supply chains that feed the ICT electrical and electronics industry are getting longer and more complex as technology pervades every area of our lives, and it will continue to boost the e-waste industry. All stakeholders of the supply chain have a responsibility to provide, and workers have a right to expect, safe, healthy, clean and sustainable jobs. In the Forum, the issues and challenges of the e-waste workers were focused in the circular economy and the ways to advancing decent work in the industry.

“Workers handling e-waste have no voice, no bargaining power and they are breaking hazardous materials by their hands. ”

James Towers, the vice-chairperson representing the workers' group

“Workers handling e-waste have no voice, no bargaining power and they are breaking hazardous materials by their hands. Moreover, these workers are unaware of the many risks associated with handling e-waste”, said James Towers, the vice-chairperson representing the workers' group.

“We, the workers, want a future of work which brings fair working practices and Just Transition for the e-waste workers.”

Kan Matsuzaki, IndustriALL director of ICT, Electrical and Electronics, said:

“This is the first meeting at which employers, governments, and workers deeply shared the issues and challenges on the ground of e-waste, and seriously and constructively reached draft points of consensus which cover the workers’ concerns. This is important step forward towards a sustainable future. It is time to act to achieve decent work for all the e-waste workers!”

Related

Ford workers in Russia demand decent compensation

On 12 April, some 150 workers of the Ford Sollers plant with the support of IndustriALL Global Union affiliate the Interregional Trade Union "Workers Association" (ITUWA) and the local Ford trade union organization, held a rally with slogans “Ford:  discriminating and deceiving workers in Russia” and “Governor and Mayor, protect our rights”. 

Employees of the plant, which is located in the Leningrad region, do not agree with the Voluntary Dismissal Programme, developed by local Ford management. According to the ITUWA, 10 managers will receive as much compensation as 1,000 employees of the plant. 

Participants of the programme can count on compensation clearly above the Russian legal requirements but under conditions that restrict the employee’s rights. They should not be absent from work for more than five days due to illness and should not have disciplinary sanctions. Moreover, production targets must be met. If at least one condition is violated before 24 June, the employee will only receive three months’ salary. Trade union activists say that any employee might be groundlessly punished with disciplinary measures and deprived of their deserved compensation. 

Igor Temchenko, chair of ITUWA in the Leningrad region and Saint-Petersburg, states,

“We believe that the proposed Voluntary Dismissal Programme does not fairly allocate funds for compensation. The director and managers will receive from 4 to 10 million rubles (US$ 61,200-153,000), workers can count on 400,000-1 million rubles (US$ 6,100-15,300). During the negotiations, we would like to find an acceptable option for both sides. However, the employer refuses to negotiate with unions.”

Ford Europe management also refused dialogue with the unions, saying that enough funds have been allocated, and the distribution is an internal matter of the local management in Vsevolozhsk.

The unions have sent a letter to Ford Motor management, headquartered in Dearborn, USA, including Bill Ford, the Executive Chairman of Ford Motor company.

Georg Leutert, IndustriALL director for the automotive industry, said:  

“The closure of the plant would have dramatic social consequences for the city of Vsevolozhsk. Therefore, Ford must act quickly and gather all stakeholders – including the trade unions – around one table and initiate joint discussions that open sustainable perspectives for thousands of workers and their families."

Earlier, on 5 April, the plant workers adopted a joint statement, which entrusts the works council at Ford Vsevolozhsk to address the government of the Russian Federation in order to organize negotiations with potential buyers of the Ford plant site in Vsevolozhsk with mandatory participation of employees' representatives, as well as to employ all willing workers at a new enterprise.

Vadim Borisov, regional secretary of IndustriALL, comments,

“Ford and Ford Sollers had no strategy for the Russian market and now the workers have to pay for their inability. We support trade unions’ demands for fair payments, and we call on the government to ensure that a maximum of Ford Sollers employees can safeguard their jobs at the plant under a new owner."

IndustriALL and H&M national monitoring committee established in India.

The purpose of the NMC is to develop the national short and long term plans and strategies for implementing the GFA at H&M suppliers. The monitoring committees are composed of local trade unions as well as H&M representatives.

The Indian NMC is now the sixth country-based NMC – the others are in Bangladesh, Cambodia, Myanmar, Indonesia and Turkey. The Indian NMC is the first to be composed of all women members.

The two-day meeting in Bangalore focused on building understanding of complaint resolutions and the NMC’s role in the process. Further discussions centred around the development of joint awareness training on freedom of association and collective bargaining for management and workers at H&M suppliers.  

IndustriALL NMC members, Prathibha R from Unions United, Rukmini V.P from Textile Workers Federation of India and Thilagam Ramalingam from IndustriALL South Asia office added:

‘’The formation of the NMC in India is a very important step to ensure that the GFA with H&M is implemented effectively. We look forward to having better industrial relations in all H&M suppliers.’’

Malaysia: building union power by more members

According to the Malaysia Department of Trade Union Affairs, the rate of unionization in the country is only 6 per cent. This year, the unions are aiming to organize thousands of workers from factories in the transport and equipment industry, electronic and electrical industries, as well as the paper industry.

“We are trying to organize workers from a multinational automobile corporation,” said Mohamad Fauzi, Chairman of IndustriALL Malaysia Council. “We need solidarity support from the union in its country of origin.”

The action plan includes producing information material on unions and organizing. Participants at the meeting also discussed a publication on latest trend of collective bargaining at the global level, which will be useful for unions when bargaining with employers.

“IndustriALL’s office has moved to Kuala Lumpur, and we will provide support for building stronger unions in Malaysia,” said IndustriALL regional secretary Annie Adviento. 

Since December last year, the IndustriALL Malaysia council is working with Decent Work Working Group to initiate a series of consultations on reforming the Employment Act 1955, Trade Union Act 1959 and Industrial Relations Act 1967.

The proposed amendments to the Employment Act were submitted to the Minister of Human Resources in January. Unfortunately, the Ministry’s latest draft of Employment Act amendments in March 2019 ignored the affiliates’ demands and backtracked several improvements stated in its initial draft from September 2018, including 44 weekly working hours and 98 days paid maternity leave.

Participants also discussed how to use ILO standards to help unions develop effective arguments to fight for labour rights, for example can the ratification of several ILO conventions show that a country is committed to higher labour standards and protecting workers’ interests. The Malaysian affiliates agreed to advocate for the ratification of more ILO conventions, in particular ILO’s fundamental conventions.

Coal unions to intensify organizing precarious workers

A total of 25 union representatives, including eleven women organizers, who are members of IndustriALL Global Union affiliates, the Indian National Mine Workers Federation (INMF) and Hind Khadan Mazdoor Federation (HKMF) participated in the workshop, organized as part of IndustriALL’s South Asia union building project. 

There are around 300,000 precarious workers at state-owned Coal India coalmines across the country, which is one of the largest public sector mining corporations in the world.

Large numbers of precarious workers with inadequate training are deployed in critical areas of mine operations, leading to accidents and resulting in serious injuries and fatalities. In contravention of the law, precarious workers are made to do permanent jobs and denied equal wages for equal work. 

A total of 224 workers died in 186 fatal accidents Coal India mines between 2014 and 2018, while 635 workers suffered serious injuries in 632 reported accidents. The majority of victims were precarious workers. 

During the workshop, the trade union representatives resolved to continue their efforts in organizing precarious workers and take action to ensure the implementation of wage increases for precarious workers, as recommended by Coal India’s high power committee in December 2018. 

A campaign to stop unsafe working conditions, the use of sub-standard safety equipment and ensure availability of proper safety equipment will be key aspects of the action plan to reach out to precarious workers. A coordinator from each mine was selected to report on progress. Participants also promised to work to ensure 30 per cent women representation in their unions and give an increased space for youth in union structures as well as involvement in collective bargaining negotiations with the management. 

Apoorva Kaiwar, IndustriALL South Asia Regional Secretary said, “It is encouraging to see permanent workers extending solidarity to precarious workers, and the workshop witnessed active participation of women and youth organizers. Uncompromising efforts to improve health and safety are paramount in the coal mining industry in India.”
 

Belarusian workers face repression at Belaruskali

In a letter to the company dated to 11 April 2019, IndustriALL general secretary Valter Sanches said:

“We are outraged with the reports about the anti-union policies and practices engaged by the management of Belaruskali, which have resulted in the forced withdrawal of quite a number of members from BITU, including workers from Remmontazhstroy and Kaliyspetstrans.

“These forced withdrawals are taking place under pressure from your management. Workers are forced to fill in withdrawal applications from BITU, which are prepared in advance by management representatives. This includes direct intervention from the general director of Belaruskali company, the deputy ideology director and all other high-level managers using the power of administration of the company.”

As recently as the beginning of 2019, IndustriALL reported the good news that for the first time since the submission of a complaint to the International Labour Organization (ILO) in 2000 on violations of trade union rights, Belarusian authorities had registered an independent local union at Remmontazhstroy, a Belaruskali subsidiary.

Trade unions inside and outside Belarus pose in solidarity with the Bealrusian Independent Trade Union BITU.
On the photo: Owen Tudor , ITUC deputy geenral secretary and Irakli Irakli Petriashvili , ITUC PERC president

However soon after the registration, workers faced the administration’s retaliation for the registration of their independent union. Immediately after the registration of the local union of BITU at Remmontazhstroy there was an attempt to register another BITU local at a similar subsidiary, Kaliyspetstrans. However, before the union members attempted to apply for state registration, Kaliyspectrans management forced them to resign from their independent trade union.

Reportedly, the repression is taking place with the involvement of another affiliate of IndustriALL, Belkhimprosoyuz, also operating at the same company. IndustriALL is carrying out an internal investigation and will make take further statutory steps accordingly.

Sanches drew the attention of the company’s top leadership to the fact that this behaviour of Belaruskali management “constitutes a clear breach of international labour standards, including Convention 87 on Freedom of Association and Protection of the Right to Organize, and Convention 98 on the Right to Organize and Collective Bargaining of the International Labour Organization (ILO).”

In his letter Sanches underlines that “The right of workers to form and join trade unions of their own choosing is an integral part of a free and open society.”

He further points that what management does against BITU and its members “is clearly in violation of universal values, principles and norms. This is not in the interest of anyone, including your company.”

IndustriALL urged Belaruskali “to take immediate actions to put an end to these gross violations of labour rights against members of BITU.”

Tchibo and IndustriALL continue to build industrial relations in the supply chain

The parties met in Hamburg, Germany at the beginning of April to review the work of the last two years and to develop plans for 2019 and 2020.  Participants from India, Bangladesh, Cambodia, Turkey and Myanmar attended the two-day workshop.

GFAs are negotiated at the global level between trade unions and companies. They establish the best possible standards on trade union rights, on health and safety, and on the labour relations principles adhered to by the company in its global operations, regardless of the standards existing in a particular country. For the agreement to be effective, national plans need to be developed between IndustriALL and its national affiliates, and Tchibo.

“IndustriALL national affiliates in production countries need to ensure that the GFAs are respected in the brands’ supply chain and the development of joint country plans between trade unions, brands and their suppliers are essential,”

added textile and garment director Christina Hajagos-Clausen.

Plans range from setting up Tchibo supplier meetings to raise awareness of the agreement to build capacity for factory trade union leaders and management to working on a series of freedom of association commitments. Further, participants shared struggles and successes since the signing of the agreement – for example the recently organized Tchibo supplier, Beks in Turkey.

Botswana union challenges leader’s unfair dismissal

The union is demanding her immediate reinstatement and an end to all of forms of victimization and union busting. Botshome, who has worked for the company for nine years, was dismissed in November 2018 on allegations of poor work performance and negligence, but she is challenging the dismissal in the Industrial Court in Gaborone.

She says the disciplinary process that she went through at Pluczenik is a sham. BDWU, an IndustriALL Global Union affiliate, adds that the decision is “unprocedural, harsh, vindictive and calculated to eliminate a staunch union leader.”

Pluczenik is funded by the US government agency, the Overseas Private Investment Corporation.

Diamond companies in Botswana are increasingly ignoring the labour laws and victimizing workers, but the BDWU is equally determined to confront them on malpractices. The union is campaigning for real wages in the diamond cutting and polishing sector and feels that workers are being excluded from enjoying the diamonds profits. It argues that only diamond companies and their shareholders, and the government enjoy the benefits at the workers’ expense. The union adds that training and localization policies meant to upskill workers are being implemented half-heartedly with expatriates still occupying top well-paying positions.

The companies are even failing on health and safety standards by not properly cleaning factory toilets, and not issuing of personal protective equipment to protect workers from dust, chemicals, and injuries.

On retrenchments, the union says workers are getting raw deals. For example, Eurostar Diamonds is left with only 70 workers from a previous workforce of over 500. The union expected government intervention to ensure saving jobs and fair retrenchments, but this did not happen. Precarious working conditions of short-term contracts are common even for workers with 10 years-experience at the same company. Further, freedom of association is being hindered when the union is ignored. Workers’ right to leave is being denied and doctors’ notes for sick leave ignored at diamond companies including KGK, Dalumi, Yerushalmi, Laurelton, Leoschter and Msuresh.

The IndustriALL director of mining, diamonds, gems, ornaments and jewellery production, Glen Mpufane, is shocked by the violations:

“We demand the immediate reinstatement of comrade Goleba and condemn the appalling impunity with which diamond companies are operating in Botswana. This is against national labour laws and the International Labour Organization Conventions. As a counter measure, the IndustriALL Global Diamond Network will launch a campaign to end the employers’ tyranny and anti-union behaviour.” 

These violations validate IndustriALL’s complaint to the ILO Committee of Application of Standards on the Botswana government’s violation of trade union rights in 2018. 

The Accord must continue in Bangladesh until the government is truly able to ensure worker safety

IndustriALL assistant general secretary Jenny Holdcroft said, “It is good that the Court has decided to allow more time for negotiations between the Accord and the BGMEA and the Government. The Accord cannot cease its operations without a resolution that protects garment workers in Bangladesh now and into the future.”

“The Bangladesh Accord has saved lives and has helped make the country’s garment industry more sustainable,” said Head of UNI Commerce, Mathias Bolton. “We welcome the one month extension but the facts remain the Accord must be allowed to continue operations in the country until the government is ready to effectively take over the training, inspection, and remediation functions of the Accord. Currently, the government clearly does not have that capacity.”

A recent study using the government’s own data found a “shocking unreadiness” by Bangladeshi regulators to oversee the ready-made garment industry, the country’s largest economic sector.  This is especially alarming because complaints about Bangladeshi garment factories reached an all-time high in 2018.

The 15 April hearing was the fourth of its kind since the government of Bangladesh issued a restraining order on the Accord, which was due to take effect on 30th November.     

BACKGROUND

The Bangladesh Accord was signed in 2013 after the Rana Plaza garment factory disaster. It was the first agreement with a legally-binding mandate requiring fashion brands to help their contractors eliminate fire and structural safety issues.
A second agreement, the 2018 Transition Accord, went into effect when the original pact expired in May 2018 and extends the Accord’s protections until 2021.
The Accord has overseen improvements including the installation of fire doors, sprinkler systems and the upgrading of electric wiring in nearly 1,700 factories that produce clothing for some of the world’s largest brands.


ENDS