Bangladesh Accord achievements secured

During the time since the Bangladesh High Court decided that the Accord must cease operations in Bangladesh on November 30 2018, the Accord brands and trade unions have been in negotiations with the Bangladesh government to find a way to break the impasse. The Appellate Court granted a series of time extensions to allow these talks to continue, but made it clear that no more extensions would be granted.

Only a few days prior to the court hearing on May 19, the Accord reached an agreement with the BGMEA on principles for an eventual handover from the Accord to a new body based in Bangladesh, the RMG Sustainability Council (RSC). This agreement preserves the Accord operations into the future and guarantees a role for trade unions.

The new body will eventually take over the entire Accord operations, functions and staff. Its governance will have the participation of the BGMEA/BKMEA, brands and global and national trade unions. The RSC will operate within the regulatory framework of the relevant Government department, but will be separate from Government.

After the transition, the RSC will continue with factory inspections, remediation, follow up inspections, worker training, and the independent grievance mechanism, thus providing brands, trade unions and consumers with the necessary assurance that the vital elements of the Accord’s groundbreaking safety program will be preserved.

Importantly, all existing transparency features of the Accord will be maintained, including full disclosure of all results of inspection and remediation activities on a public website.

UNI General Secretary Christy Hoffman said:

“The agreement between the Accord and the BGMEA is an important step forward in keeping worker safety at the forefront of the Bangladesh RMG industry. The lifesaving work of the Accord can continue.”

Valter Sanches, IndustriALL General Secretary said: “IndustriALL's goal since we started the Accord has always been to safeguard the safety and health of the workers. The continued role for the national Bangladeshi trade unions in the permanent national monitoring safety compliance system (RMG Sustainability Council) is key to keep ensuring that worker safety is not compromised. Local and global trade unions will continue to work hard to guarantee that Bangladeshi garment workers have the highest level of worker safety training and access to an independent grievance mechanism.”

To facilitate the transition to the RSC, the BGMEA will designate a Chief Technical Officer and an engineer to be placed in the Accord office in Dhaka. This will enable the BGMEA to gain the necessary knowledge and experience of the Accord’s day-to-day operations and to ensure an effective and smooth transition to the RSC.

During the transition period of 281 days granted by the Court, the Accord shall be granted its legal permission to operate in Bangladesh.

IndustriALL, PSI and UNI to build Fresenius worker network

In parallel to the Fresenius Group holding its annual general shareholders’ meeting in Frankfurt, Fresenius worker representatives shared stories of serious malpractice by the employer in blocking the rights to organize and conduct collective bargaining in several countries.

In response to these problems, the meeting launched the Fresenius Global Union Alliance that will seek a structured global relationship with Fresenius, including a mechanism through which to raise and solve violations of fundamental worker rights.

This means that one of the clear targets of the new Alliance is to negotiate and sign a Global Framework Agreement (GFA) with Fresenius.

This is the first global network bringing the three global unions together. While IndustriALL Global Union has GFAs together with both UNI and PSI, a successful GFA with Fresenius will be the first time the three combine. It is also the first global trade union network at a health care company.

Fresenius is structured through four divisions. IndustriALL Global Union affiliates organize in the pharmaceutical production division called Kabi. Fresenius Medical Care mainly provides dialysis for patients with chronic kidney failure. Fresenius Helios is Germany’s largest hospital operator. Fresenius Vamed runs healthcare facilities.

“Lax controls and poor oversight do not stop at Fresenius Medical Care,” said David Boys, Deputy General Secretary of Public Services International. “Frontline employees describe a broken labour relations culture in several of the company’s divisions in various regions.”

“Our message to Fresenius is clear: the entire company needs a strong due diligence plan,” said Alke Boessiger, Deputy General Secretary of UNI Global Union. “Fresenius must guarantee respect for labour rights throughout its operations. A Global Agreement is a proven due diligence instrument.”

Kemal Özkan, IndustriALL Global Union Assistant General Secretary, commented:

“This international trade union group offers Fresenius the opportunity to build positive industrial relations at its operations around the world. We hope that the company will now work with us to build a robust mechanism for our international relationship.”

Kenyan union signs collective agreement with Isuzu East Africa

IndustriALL Global Union affiliate the Amalgamated Union of Kenya Metalworkers (AUKM) signed the agreement on 8 May, after five months of negotiations. The agreement strengthens a long history of cordial relations between Isuzu East Africa and AUKM, which contributes to building a harmonious relationship between unions and automotive companies. 

Isuzu East Africa employs 228 workers, of whom 27 are contract workers and only 13 are women — an issue that the AUKM is campaigning on by encouraging the employment of more women and creating a conducive environment for women workers.

According to the agreement, wages will be increased by 8 to 9.7 per cent, with a wage range from Kenya Shillings 51,560 to 85,329 (US $517 to $855). The increase will remove inequalities by closing wage gaps between different grades of workers doing similar work. Travel allowances will be increased by 8 per cent and housing allowances by 10 per cent. Other benefits that were increased include the shift allowance. The company also has a social security benefit of 20 per cent of the worker’s wage that is paid by the employer.

 

Rose Omamo, the general secretary of AUKM said:

“This is one of the best collective bargaining agreements that the parties have negotiated and comes from the good will and trust that we have built over time. Collective bargaining agreements are the backbone of a strong trade union and that is why we are happy when we sign them.”

Paule-France Ndessomin, IndustriALL regional secretary for Sub Saharan Africa said:

“The signing of the collective bargaining agreement should be applauded because better working conditions improve the livelihoods of workers and their families. Improved benefits lead to living wages that we are campaigning for the automotive sector to pay.”

Isuzu East Africa, formerly General Motors East Africa, manufactures light commercial vehicles. To attract local manufacturing and as part of industrialization efforts, the government of Kenya has introduced tariff exemptions to imports of vehicle components. The government is also giving first preference to locally assembled vehicles in its purchases as a boost to local manufacturing. 

 

Global unions challenge LafargeHolcim shareholders

Prior to the meeting, union activists also distributed flyers in front of the venue in Dübendorf, Switzerland. Both flyers and speeches at the meeting contained the same important core message: unions demand more respect from the company towards their employees.

Distributing flyers to LafargeHolcim shareholders

Christelle Pilette, Belgian representative in the European Works Council (EWC) and member of the Belgian union Centrale Générale / Fédération Générale des Travailleurs de Belgique (CG-FGTB) demanded that the company respect European directives on information and consultation with the EWC and employees before making decisions which have consequences for men and women working for LafargeHolcim. She insisted that LafargeHolcim must take energetic steps towards gender equality and against harassment at work. She also demanded respect for European legislation and directives in favour of employees.

Christelle Pilette, CG-FGTB,

addresses LafargeHolcim shareholders

15 May 2019, Dübendorf, Switzerland

Watch on YouTube

https://youtu.be/pMH_RZQ6VBM

Fiona Murie, BWI director for construction and health and safety, gave an insight into the bad health and safety situation at LafargeHolcim and criticized the progress the company claims in this field. The global unions are clear that company management should involve employees and their representatives and establish joint health and safety committees.

Fiona Murie, BWI

addresses LafargeHolcim shareholders,
15 May 2019, Dübendorf, Switzerland

Watch on YouTube

https://youtu.be/06ILsg5Gdxc

Matthias Hartwich, IndustriALL director for materials industries, also addressed the shareholders:

“A cement company should sell cement, not cement plants! But having sold all their plants in Indonesia, Malaysia and the Philippines, LafargeHolcim is now no longer present in the entire Asia-Pacific region. The company has now shrunk from 135,000 employees at the time of the announcement of the merger to only 75,000 employees. Who is supposed to earn future profits for the company that also pay the dividends?”

Matthias Hartwich, IndustriALL Global Union,

addresses LafargeHolcim shareholders

15 May 2019, Dübendorf, Switzerland

Watch on YouTube

https://youtu.be/EcQy3VJI1Pk

In his address Hartwich reiterated the demands of IndustriALL and BWI and the European Federation of Building and Woodworkers:

  1. Respect for generally accepted applicable health and safety laws and regulations for workers
  2. Implementation of the minimum worldwide standards for workers as adopted by the United Nations and the OECD for Multinationals.
  3. Respect for local communities, especially in developing countries, and for the environment.
  4. Respect for shareholders who have been declared a "strategy for growth" whereas the company is selling asset after asset.

Hartwich concluded by informing the shareholders that the letter with these demands sent on 29 March 2019 remains as yet unanswered, which is another indicator for the non-respect of the company towards their employees and their unions.

3,000 jobs lost expose precarious working conditions in Zambia’s copper mines

While Mopani says the shafts are old and costly to maintain, the unions say the mining companies don’t care about job security. The current global dialogue between IndustriALL Global Union and London Stock Exchange (LSE) listed Glencore is meant to improve industrial relations and the mine closures are a test of Glencore’s commitment. The announcement is a cause of concern for IndustriALL which expects Glencore to be transparent in its engagement with unions, specially to mitigate the impact of the closures on mineworkers and communities. 

On Vedanta Resources’ Konkola Copper Mine, also listed on the LSE, the unions say it is better for the company to resume operations instead of mothballing the shafts.  Mining operations at Nchanga underground and open pit mines stopped in January resulting in the retrenchment of 905 workers. The mining sector employs over 65,000 workers, 30,000 directly and 35,000 through contractors. However, the contractors employ workers under precarious working conditions on short contracts, and low wages and benefits with an appalling adherence to health and safety standards which has led to deaths and injuries.

 

At a press conference with two other Zambian unions, NUMAW and UMUZ, on 10 May, Joseph Chewe, the president of the Mineworkers Union of Zambia, which is affiliated to IndustriALL, said:

“Mopani Copper Mine should ensure that the affected workers are redeployed to other operations. It’s sad that it is now a risk to work for Mopani because of the uncertainty and job insecurity. The claim that the mine is investing in the future is hollow as this is being done at the workers’ expense. Workers are targeted in cost cutting measures by management whenever there is a challenge. To protect workers’ interests the unions are demanding to be part of the technical team that will inspect the shafts.”

Glen Mpufane, IndustriALL director for mining, said the multinational companies should implement fair labour practices:

“The era of discarding mine workers who toiled for many years digging valuable minerals from which the mining companies enjoyed profits and sending them home with a pittance has to come to an end. Mining companies must act responsibly by either reassigning workers to other shafts or paying fair compensation for the job losses. Workers must not be retrenched into poverty as has happened in the past.”

Just Transition – an idea whose time has come

The IndustriALL Coal Mining Unions

Just Transition and IndustriALL’s coal mining affiliates

IndustriALL’s global network of coal mining unions met in Delhi, India, in October 2018, to escalate efforts to achieve a Just Transition and defend coal miners’ interests in the face of challenges from climate change, Industry 4.0 and dangerous working conditions. IndustriALL coal mining affiliates from Australia, Botswana, Bulgaria, Georgia, India, Indonesia, Mongolia, Spain, South Africa, Turkey, Ukraine and Vietnam emphasized that a Just Transition, with guarantees of strong social protection programmes and sustainable industrial policies, is the answer to ensuring coal workers’ jobs in the face of measures to meet carbon emissions targets.

Participants said governments and employers must invest and deploy adequate resources in research and development of clean coal technologies, considering the capabilities and vulnerabilities of countries with different levels of economic development. Unions also underlined the need to assess the impacts of the technological transformations that are underway.

IndustriALL Energy Conference

Just Transition and IndustriALL’s energy affiliates

More than 200 representatives from 70 trade unions and 50 countries expressed their united determination to demand a Just Transition to protect the rights and living standards of workers as the energy industry undergoes massive changes. Meeting at IndustriALL’s World Conference for the Energy Sector in July 2018, and facing changes, not only as the result of climate change emissions targets, but also due to technological changes, privatization, precarization, and rising energy demand, delegates concluded that trade unions are energy workers’ best protection.

“We must build union power, so we can have a seat at the table with governments and companies to create sustainable industry policies at the national level that guarantee Just Transition.”

Valter Sanches, IndustriALL General Secretary

ITUC

Just Transition and the ITUC

The International Trade Union Confederation (ITUC) unites national trade union central organizations under a single umbrella, and through them represents some 107 million workers in 163 countries. In 2018, at its fourth World Congress, the ITUC endorsed several references to the need for a Just Transition:

  • Congress deplores the massive and growing global inequality, and demands a Just Transition to a digitalized and low carbon economy
  • The ITUC demands that all transformations in the world of work take place in the framework of Just Transitions
  • Governments must raise their ambition and ensure investment in jobs and Just Transition
  • The fight against climate change requires investments in sustainable and low carbon technologies

 

Shutterstock

Just Transition gaining traction in Canada

Canada’s clean growth and climate action plan has a goal of reaching carbon neutrality by 2050, beginning with a phase out of emissions from coal-fired electricity generation by 2030.

Trade unions advocated for, and lead, the Just Transition Task Force for Canadian Coal Power Workers and Communities. Members are union and local government representatives, civil society and experts. Among other things, the Task Force will make recommendations to government on the fate of 3,500 workers in the coal-fired electricity generation sector.

The Canadian Just Transition process envisions expanding employment insurance, bridging to pensions for older workers, vouchers for training and education and an agreement from employers to retain, re-skill and redeploy workers, and grants to communities to help them develop new jobs.

IG BCE

Implementing Just Transition in Germany

 

Germany’s ambitious climate targets require 65 per cent of its energy to be supplied by renewable energy by 2030, with a reduction in emissions of more than 60 per cent in its energy sector by 2030, compared to levels in the1990s. Currently, coal-fired electricity generation produces about 40 per cent of Germany’s electricity but accounts for over 80 per cent of the CO2 emissions from Germany’s energy sector. Further complicating Germany’s plan is that it also intends to phase out nuclear power, which continues to supply about 10 per cent of Germany’s generation capacity, by 2022.

German trade unions advocated for a Commission on “Growth, structural change and employment” to design a plan to advise this process. As a result, €40 billion will be allocated over 20 years for regional development, including infrastructure. The goal is to ensure that for each direct job loss, a new and decent job is created; and that as coal fired power leaves the grid it is replaced with renewable energy (along with the necessary energy storage technologies and energy efficiency improvements). There will be a plan and a pathway for every single directly employed worker in coal-fired power plants and lignite mines, including employment in new jobs with new skills, income bridging, and bridging to pensions for older workers.

A feature of the German plan is a “no redundancies” commitment, meaning no dismissals of workers in power plants and opencast mines for operational reasons. If a job disappears, the affected worker will be placed in a new, decent job, and will be compensated in a lump sum payment for any difference in salary between the old and the new job. The package also addresses reclamation of mining areas and plants. Parts of the deal remain to be negotiated. The German state will guarantee the financial obligations of companies towards their workers, so that if companies go bankrupt the state will pay.

German unions have a long history of delivering a Just Transition to their members.

The IG BCE and its predecessor organizations have played an essential role in ensuring a Just Transition over the last 25 years, as the workforce in the mining industry has been greatly reduced. The collective bargaining process has seen innovative agreements with new workforce adjustment models.

“The Just Transition model used in the German mining industry is a great example of how such a process can be handled by unions. We commend the work done by the social partners, particularly IG BCE, during this transformation.”

Kemal Özkan IndustriALL assistant general secretary

South Africa

Just Transition demanded by unions in South Africa

On 17 November 2018, workers from the National Union of Mineworkers (NUM) and the National Union of Metalworkers of South Africa (NUMSA) took to the streets of Pretoria. Angered by government plans to close coal-fired power plants, privatize energy, and award renewable energy contracts to independent power producers without a Just Transition plan, they marched to government offices where they read out their grievances.

Irvin Jim, general secretary of NUMSA, said:

“We demand a Just Transition, which will ensure that workers at coal-fired power plants who may lose their jobs as a result of the transition from fossil fuels to renewable energy, will be trained and absorbed into the renewable energy sector.”

David Sipunzi, the general secretary of the NUM, added:

“We call on the government to refrain from biting the hand that feeds the state. Scrap the power purchase agreement that favour private capital at the expense of Eskom.”

Spain

Just Transition agreement reached in Spain

Spain’s draft climate law seeks to achieve a 100 per cent renewable energy supply by 2050, with 70 per cent renewables achieved by 2030. Coal and nuclear power stations are to be phased out by 2030.

Spain has developed a three-part plan in agreement with the mining and energy unions, consisting of

  • a Just Transition for coal miners and communities
  • a regional redevelopment programme
  • a national observatory

Many of the workers are over 48 years of age or with over 26 years of service and will be offered early retirement. Younger workers will receive a redundancy payment of €10,000, as well as 35 days’ pay for every year of service. Additional funds will be available to restore and environmentally regenerate former mining sites; and jobs created in that remediation effort will preferentially be given to former miners. Money will be set aside to upgrade infrastructure in the mining communities, including waste management, recycling facilities and water treatment plants, utilities (gas, lighting), forest recovery, atmospheric cleansing and reducing noise pollution.

Each mining community will have a specific action plan, including plans for developing renewable energy and improving energy efficiency, and investing in and developing new industries.

Just Transition at the regional level – New York State, USA

New York State has embarked on a plan to create nine gigawatts in offshore wind generation capacity, plus retrofit every public building in the state. This plan was advocated for and supported by trade unions via Climate Jobs NY.

The offshore wind projects will offer prevailing wage rates, including health and pension, as well as other good labour conditions.

State government funds will be available for skills training with unions. There are ongoing discussions between some of the potential wind power developers and labour unions on broad agreements on labour standards through the offshore wind value chain.

Just Transition at the regional level – California, USA

The California goal of 100 per cent renewable and clean energy is supported by organized labour. Public transport in Los Angeles is supported by a coalition of organized labour and community groups.

The California legislature has tied subsidies for electric vehicles to good labour practices, again with pressure from organized labour. Decent labour standards will be part of discussions of funding for the responses to California’s wildfires.

 

Just Transition at the local level – Oslo, Norway and Vancouver, Canada

Several cities have taken steps to incorporate the Just Transition idea into municipal decision-making. The C40 Cities Climate Leadership Group “connects 90 of the world’s greatest cities, representing more than 650 million people and one quarter of the global economy”.

Oslo Norway launched the Oslo Declaration on Just Transition with C40, the ITUC, and the International Transport Workers’ Federation. Meanwhile Vancouver established a Just Transition Roundtable with the British Columbia Federation of labour, and the ITUC in 2018.

Just Transition and business

The B-Team, an influential voice of business leaders who believe that businesses have a responsibility to lead the way towards a sustainable future, has developed guidelines for a Just Transition at the enterprise level. The ITUC and its Just Transition Center assisted in its development. The guidance outlines the “practical considerations, steps and processes companies should follow to ensure a Just Transition for the company’s workers and the communities where the company operates”. The B-team asserts that a Just Transition at the enterprise level is a plan based on social dialogue with workers and their unions to reduce emissions and increase efficiency while creating opportunities and optimism for workers and the communities that depend on them. The B-Team believes that acting responsibly is also good business.

Tony Maher CFMEU

Just Transition and the Australian Council of Trade Unions

The Australian Council of Trade Unions (ACTU) has published its proposal for a Just Transition for coal-fired electricity sector workers, and the communities that rely on them. Australia has not managed past transitions in a socially responsible manner. The aim is to avoid repeating that history. By committing to the Paris Agreement on climate change, Australia is committed to ensure a Just Transition as it decides on its Nationally Determined Contributions.

The ACTU framework, yet to be adopted by the Australian government, identifies three main elements:

  • A transition plan – ensuring that Australia’s transition is managed in a fair and just manner, where affected workers and communities are supported to find secure and decent jobs in a clean energy economy
  • A jobs plan – focusing on creating new jobs in a clean energy economy
  • An energy plan – setting out a sustainable future energy mix that ensures the affordable and secure supply of electricity

Just Transition – European unions’ mining regions initiative

In a research project, the European Trade Union Confederation (ETUC) aimed to explore with trade unions what is concretely needed to keep manufacturing activities and jobs, while drastically reducing emissions.

Seven regional case studies were examined: Yorkshire and the Humber in the UK, North Rhine Westphalia in Germany, Asturias in Spain, Antwerp area in Belgium, Norbotten in Sweden, Stara Zagora in Bulgaria, and Silesia in Poland. These regions have similarities in terms of industrial heritage and current energy production and manufacturing industries. They each have their own characteristics due to national policy and history or geography, but decarbonisation at the scale prescribed by the European policy framework is a huge challenge which will have major effects on their industries and workforces.

The study identified several keys to success:

  • Regional strategies for a just transition to low-carbon industry
  • Acceleration of the deployment of breakthrough technologies
  • Involvement of trade unions and employers
  • Investment in skills
  • Local support for decarbonisation

Just Transition – a German trade union response to industrial transformations

Recognizing that major transformations of industrial production are on their way, four of Germany’s largest unions – ECG (railway and transport workers); IG Metall (metal, automotive, and related industrial workers), IG BCE (miners, chemical and energy workers), and IG BAU (building construction and wood workers) have agreed to cooperate to effectively defend the rights of workers in the face of technological and social changes.

Trade unions wishing to shape economic and social progress must work together more closely in the future. The foundation of their cooperation are their jointly developed positions for a “high-performance and sustainable industry in a solidarity society”. It covers topics such as Industry 4.0, renewable energy, investment, and growth. German unions have also coordinated their demands for a Just Transition.

Just Transition – what do trade unions demand?

A TRADE UNION GUIDE

What do trade unions demand?

Social dialogue

We demand a seat at the table. We demand the creation of multi-stakeholder Just Transition task forces / commissions / round tables on structural change and employment that are properly constituted and properly funded. We demand that these discussions take place at company, local, national, regional, and global levels. Social dialogue should establish basic structures and ground rules:

Sustainable industrial policies and plans

We demand that sustainable industrial policies and plans be developed through the social dialogue process in which we are full partners. Governments and employers must implement sustainable industrial policies – sustainable in all dimensions: social, environmental, and economic – at company, local, national, regional and global levels. The policies and plans must promote greener industries, and also guarantee a Just Transition for workers affected by industrial transformations.

Sustainable industrial policies are primarily about public policy in the public interest, although there is a role for corporations to play, by establishing such policies at the enterprise level. Governments must fulfill their responsibilities as representatives of their constituents.

Industrial policies versus sustainable industrial policies

Any industrial policy uses incentives and disincentives, like financing, infrastructure, taxes, to favour certain industries and discourage others. Up until now, the sustainability of the results of these policies has rarely been considered. Sustainable industrial policies simply recognize that a more sustainable industrial base, customized for every nation, region, sector, should be a goal of any industrial policy.

Sustainable industrial policies treat the environment, the economy, and society in an integrated manner. The aim must be a genuinely sustainable environment with reduced greenhouse gases, where former mining and industrial sites are restored and environmentally regenerated, where species and spaces are protected, energy and resources are used frugally, responsibly, and circularly, since there are no jobs on a dead planet. Sustainable industrial policies must be economically sustainable, increasing efficiency and productivity while creating new opportunities, while linking this to guarantees of job creation. The policies must aim for a genuinely sustainable society where technological change benefit all, wealth and income disparity are reduced, human and labour rights guaranteed, the weak and marginalized in society are protected, and there are opportunities for individuals, families, communities and cultures to thrive and prosper.

They must be based on a commitment to the United Nations Sustainable Development Goals.

Job creation and job access

Employment is the principal and preferred way of distributing wealth in society, ensuring that individuals, families, and communities have the means to thrive and prosper. Therefore, creating decent work must be a goal of sustainable industrial policies. Decent work is defined by the International Labour Organization’s Decent Work Agenda and “involves opportunities for work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development and social integration, freedom for people to express their concerns, organize and participate in the decisions that affect their lives and equality of opportunity and treatment for all women and men.” When seeking new industries and examining the potential for decent work to be created, the entire supply and value chain must be considered. Labour rights and standards must be respected in all jobs.

As society moves towards a sustainable future, large numbers of jobs will be created but there is no doubt that some jobs will be destroyed. Workers in those affected jobs must be kept whole.

Energy

Energy is in many ways the key to the entire puzzle of sustainability. The availability of sufficient energy, reliably supplied at an affordable and predictable cost, makes the solution of all other problems possible. The lack of such an energy supply makes the sustainability unachievable.

Labour market adjustment programmes

A Just Transition would be unlike any previous transition process. Traditional top-down labour market adjustment programmes will be simply inadequate and must be replaced with worker-focused, customized solutions. Labour market adjustment programmes should take account of individual, family, and community needs and wants. Creative and worker-focused labour market policies should include an absolute right to financially and physically accessible education and training based on the principles of life-long learning and workers’ right to choose what best meets their needs and wants. This would include everything from skills training offered by unions, employers and educational institutions, apprenticeship programmes, and secondary and higher education. If a clerk wants to apprentice as a millwright, or a miner wishes to study music, this should be supported because in the end, society will benefit.

A Just Transition will cost money to implement but the payback to society will be enormous. This was proven, for example, by the unquestioned benefits that resulted from programmes to re-integrate demobilized USA military personnel following World War II. The “GI Bill of Rights” was effectively a Just Transition programme for soldiers, and the education and other programmes made available to them helped power one of the most prosperous eras in USA history.

There are options for funding it, for example by broadening the mandate of unemployment insurance schemes. It is not a matter of costs, it is a matter of priorities and fairness.

ARE WE READY?

 

Are we ready?

The International Labour Organization and Just Transition

In 2013, the ILO adopted a resolution concerning sustainable development, decent work and green jobs, and proposing a policy framework for a Just Transition.

In 2015, the ILO convened a Tripartite Meeting of Experts to review, amend and adopt draft guidelines based on a thorough review by the Office of experiences from country policies and sectoral strategies towards environmental sustainability, the greening of enterprises, social inclusion and the promotion of green jobs.

This was done with the aim of influencing the Paris climate talks, or COP21.

The resulting ILO Guidelines for a Just Transition (full title: “Guidelines for a just transition towards environmentally sustainable economies and societies for all”; ILO document identification: wcms_432859.pdf) identifies nine key points to manage the impacts of potential environmental regulations and promote the evolution of sustainable and greener enterprises:

  1. Policy coherence and institutions (country specific)
  2. Social dialogue (multi- stakeholder)
  3.  Macroeconomic and growth policies
  4. Industrial and sectoral policies (greener jobs; decent work)
  5. Enterprise policies
  6. Skills policies (also education)
  7. Occupational safety and health
  8. Social protection policies (health care, income security, social services)
  9. Labour market policies

All of these nine key points, but explicitly point IV, incorporate the ILO’s Decent Work Agenda, for work that is productive and that delivers a fair income. The agenda includes security in the workplace and social protection for families, prospects for personal development and social integration, rights at work, including freedom to organize and participate in the decisions that affect their lives, and equality of opportunity and treatment for all women and men.

The ILO’s entry into the Just Transition debate is of great significance. It gives the concept an internationally accepted definition for the first time, as well as an institutional life within a specialized agency of the United Nations.

References to Just Transition in other texts, such as the Paris Agreement of the 2030 Sustainable Development Agenda will now tend to automatically evoke the ILO definition, even if it is not specifically referenced. However, like all ILO instruments, the ILO Guidelines for a Just Transition must be regarded as a floor, not a ceiling, when defining a Just Transition.

27 coalminers killed in Pakistan so far in 2019

Reports of horrific fatal accidents continue to flow from the Pakistan coalmines. Most of these accidents happened in the mineral rich province of Balochistan and also Khyber Pakhtunkhwa and Sindh provinces. The year 2019 began in tragedy for coalminers, and the trend continues.

2018 was one of the deadliest years for coal miners, with 104 workers dying while earning their livelihood. From 2010 to May 2019 at least 414 coal miners were killed in about 93 accidents. These fatality figures are based on news reports and the real numbers could be much higher.

A large number of accidents happened due to gas explosions resulting in fatal burn injuries and suffocation to death. In many instances the explosions also led to collapse of the mines. In the absolute absence of safety measures, in almost every accident rescue of victims has been difficult.

Almost all victims of these mine accidents are precarious workers, who were made to work in dangerous conditions for paltry wages.  These workers do not have written contracts and usually no record of their work status or attendance register exists. No appropriate training is provided to the coal miners.

The shocking use of primitive methods of mining can be understood from the fact that workers still use caged birds to detect the presence of poisonous gas in mines.  In addition to fatal accidents mineworkers face occupational diseases such as asthma, pneumoconiosis, bronchitis and other lung diseases.

The state machinery in charge for regulating and inspecting the safety measures of the mines operations appears to have collapsed and remains as mute spectators to incessant terrible tragedies. The state machinery also suffers from inadequate staff and lack of security measures to ensure appropriate inspections.

In September 2018, the Supreme Court of Pakistan asked the provincial governments Balochistan and Khyber Pakhtunkhwa to submit a report, in response to a petition to investigate the deaths of coal miners and implement laws regulating mine safety. However, there seems to have been no response from these provinces. Apparently the Pakistan National Commission for Human Rights has also taken note of the accidents but the government has taken no significant action.

Kemal Özkan, IndustriALL assistant general secretary said,

“IndustriALL and its global union family are outraged that this carnage in Pakistan mines continues unabated. This is completely unacceptable for us. The new government, which has promised a ‘New Pakistan’, must immediately act by putting together all the means to improve safety and stop coal miners’ deaths. It is imperative that the government must ratify and implement ILO C 176 on safety and health in mines without any delay”.

“In March 2018 IndustriALL along with its affiliates launched a campaign for health and safety in mines. We will intensify our campaign in 2019.”

Labour reform: Mexico’s independent unions highlight progress

The reform was the subject of much debate during a series of coordination meetings held in early May as part of IndustriALL Global Union's work with independent unions, a project supported by Canadian affiliate Unifor.

The new law will make it possible to get rid of employer protection contracts. More specifically, workers have been given the right to elect their union leaders through a free and secret ballot; they must now approve collective agreements; and labour justice will be served through employment tribunals.

In meetings with IndustriALL and Unifor, the independent unions said that although the reform represents major progress, it contains certain contradictions and major challenges still remain. Certain key issues, such as outsourcing, are not covered, which means that further reforms will be needed.  Much will depend on how the new law is implemented, and this will require huge resources.

"There's no doubt that there will be a major overhaul of unions. As independent unions, we now have to reconsider our situation and organize ourselves in such a way as to prevent fragmentation and strengthen our position. We can't simply wait for everything to be resolved through government intervention. It is up to the unions to take steps to protect workers and make the reform a reality," they concluded.

They also highlighted the role played by independent unions, social activists and IndustriALL in working together to raise awareness and take united action for all workers.

The newly created federation of independent unions in the automobile, automotive parts, aerospace and tyre industries (FESIIAAAN) also held a meeting with representatives from IG Metall, Unifor, the national confederation of metal workers (CNM-CUT), the Solidarity Centre and IndustriALL. At this meeting, the unions reaffirmed their commitment to strengthening this new federation:

"Out of the 27 car plants in Mexico, only three have an independent union. For years, the independent unions have been left isolated, like black sheep. But through FESIIAAAN, we can now safely say that we have found our flock (…) and we will fight to ensure that many more workers can enjoy better living and working conditions with us," they said.

The delegation and its affiliates took part in the 1 May march, and for the first time independent and other democratic unions (UNT-NCT and CIT) marched side by side to the Zócalo main square. And for the first time, independent unions took part in the meeting with President López Obrador in the National Palace.

Speaking to the 100,000 demonstrators gathered in the square to celebrate 1 May, the international director of Unifor, Mohamad Alsadi, said:

"I'm very happy that Mexico has adopted new legislation, and I hope that the government will work with independent and democratic unions to implement the reforms."

Colombian union leaders receive death threats

On 11 May, the national leader of Sintracarbón, Igor Kareld Díaz, and Sintramienergética members, Juan Carlos Rojas, Dairo Mosquera, Gustavo Benjumea and Jairo Córdoba received a flyer containing death threats from the paramilitary group "Aguilas Negras" via social media.

The group threatened to kill the leaders for being "guerrillas disguised as workers" and accused them of wanting to impose a new form of socialism on Colombia. The perpetrators also gave the leaders 48 hours to leave the country or "suffer the consequences".

"I condemn these threats because we are agents of peace and use our union role to achieve equity and justice for workers and society as a whole. I call for our lives to be respected and for the right to union freedom to be exercised,"

said Igor Díaz.

The threats were made after the Dutch embassy and the Dutch union organization CNV held an official meeting on 6 May so that Dutch members of parliament could learn more about the situation of coal mining and coal workers in Colombia. In addition to the members of parliament, the meeting was attended by union and community leaders, and executive managers of the multinationals Prodeco-Glencore, Cerrejon and Drummond.

It's no coincidence that three of the union leaders who received death threats are involved in the current negotiations with Drummond.

The oil workers' union USO, electricity workers' union Sintraelecol and Sintracarbón – all of which are IndustriALL affiliates – issued a statement condemning the violent intimidation. They said that such threats were part of a systematic process to eliminate the opposition and union leaders in Colombia, with 262 assassinations since Iván Duque took office as president. They condemned the government for ignoring these facts and for not taking any action to protect union leaders, prevent such actions or hold those responsible to account.

IndustriALL's secretary general, Valter Sanches, wrote a letter to President Duque, in which he said that, given the long history of violence against union and social leaders in Colombia, such threats should be taken extremely seriously and with utmost concern.

He urged the president to intervene immediately to safeguard union freedom and protect the physical, mental and moral wellbeing of workers. He concluded:

"Those responsible for these threats need to be identified and held accountable. We urge you and your government to ensure that the necessary conditions and guarantees are in place to protect the lives of union and social leaders in Colombia and to allow unions to act freely.”