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

Hyundai and Kia unions call for a global framework agreement

The meeting, which was opened by the president of host union OS KOVO, Jaroslav Souček, was held in Ostrava because of the importance of the local Hyundai plant.

Participants spoke about relations at Hyundai and Kia plants and suppliers around the world. A common theme was poor relations with the company, with union busting in Germany and Turkey, and local management encouraging workers to compete with plants and unions in other countries.

Hyundai tried stop participation in the meeting. The company refused a visit to the Ostrava plant, and sought to undermine the unions’ trust in each other, by claiming that the Korean unions had send a fake translation of their collective agreement to their Czech colleagues in order to fool them.Brother Ha, Young-Chul, auto director for the Korean Metal Workers’ Union (KMWU), provided background to explain the company’s hostility. Industrial relations in Korea are oppositional, and the KMWU had to fight a long and bitter struggle over many years to win recognition and a collective agreement.

Gowrishankar Sundarajan, general secretary of the Hyundai Motor India Employees’ Union in Chennai joined the meeting by video call and explained that the company had refused to allow the Indian delegation to travel. The biggest issue is the growing use of precarious workers. Of 12,263 workers in production, about 4,000 are independent contractors, and 6,000 are trainees. Only 2,200 workers have a permanent contract and benefit from wage negotiations.

The meeting resolved to seek a global framework agreement (GFA) with the company as a way to build the network and improve conditions across the company’s operations. The KMWU said that it was willing to lead the fight for a GFA, by sacrificing other issues to make it a core demand in their collective bargaining negotiations. Brother Ha said,

“We must make sure that capital doesn’t develop faster than trade union unity.”

Most GFAs are with European companies, because global agreements accord with European social dialogue. Korea has still not ratified four core ILO Conventions, including those related to freedom of association. A GFA with a Korean company would set an important industrial relations precedent in an oppositional environment.IndustriALL Global Union auto director Georg Leutert said:

“This was not an ordinary meeting. The decision to seek a GFA is proof that workers from Hyundai and Kia will stand united and fight for universal rights.
“The KMWU is courageously leading the way in calling for a GFA, which would represent significant progress for union rights in the region.”

Strike for fair pay at Electrolux continues

A month and a half into the strike, management is still refusing to change its position and negotiate on wages allowing for a decent life for the workers and their families. Instead, Electrolux continues to offer an increase of €1/day and an attendance bonus of €1/day, which can be lost if the worker is not 100 per cent present at work, due to sickness for example.

Any attempts at mediation, from the Prefect of the county (the highest regional authority) or the police, have been blocked by management who refuses to enter into a constructive dialogue with the local union.

The Swedish multinational pays its Romanian workers around €360/month, plus €400 worth of meal vouchers. This is below the living wage in Romania, estimates at €537 for a single person and €1410 for a family of two adults with two children.

Says Kan Matsuzaki, IndustriALL electronics director:

“We expect Electrolux to treat its workers with the same respect everywhere, including in Romania. Management should immediately enter into a constructive dialogue with the union and ensure a living wage and decent working conditions.”

Global #FreeLula protests

In more than 30 cities worldwide, rallies were held between 7 and 10 April in support of the Free Lula Movement. Brazil's former president was imprisoned exactly one year ago in Curitiba, having been the target of unprecedented political and judicial persecution.

"For exactly one year I have been isolated in a prison cell in Curitiba. They have never produced one piece of evidence against me. I am a political prisoner, exiled inside my own country and separated from the Brazilian people, my family and my dearest friends. I have been barred from giving interviews, from speaking and from being heard. They thought the imposition of this long silence would quieten me forever. But it did not, and we will not be silenced, because we are millions of voices."

These were the words Lula wrote in a letter published on 7 April through official channels.

Union leaders from various global organizations held a rally in Geneva on 7 April to show their solidarity with Brazil's former president, calling for justice and demanding his immediate release from prison.

While Lula was in power from 2003 to 2010, his government brought 40 million people out of poverty, reduced child labour, empowered women, raised the minimum wage by 72%, created 15 million jobs and 7 million additional university places, and introduced the "Bolsa Familia" social welfare programme.

Lula achieved all of this while also growing Brazil's economy, since he brought millions of Brazilians into the consumer market. He also ensured that the newly created wealth was fairly distributed.

All polls showed that Lula would have won last year's election – even from his prison cell – if he had not been barred from running for election and unfairly imprisoned. His arbitrary detention undermines democracy and denies the Brazilian people the right to elect their preferred leader.

Since the coup against Dilma Rousseff, both the government of Michel Temer, who initiated the coup, and that of the current president, Jair Bolsonaro, have sought to destroy all of the social reforms and the rights of workers, women, indigenous people and the LGBTQ community.

IndustriALL Global Union's general secretary, Valter Sanches, also took part in the demonstration in Geneva:

"We are all Lula and the project he represents. We stand by his cause and will continue to call for justice, freedom and respect for his political rights.
His political incarceration has also enchained Brazil's democracy. We will continue to fight to restore the rule of law and democracy and to safeguard employment, social policies and sustainable development in the country.”

ArcelorMittal unions aim for stronger global dialogue

Fifty leaders from unions at ArcelorMittal in 15 countries meeting on 8-9 April 2019 adopted a plan of action and called for IndustriALL Global Union to approach ArcelorMittal global management to begin discussions with the aim of achieving a Global Framework Agreement.

This was the second meeting of the ArcelorMittal Global Union Network, which was founded in Luxembourg in July 2018.

Participants discussed developments since the first meeting of the network. These include an improvement in ArcelorMittal management’s approach to industrial relations in Kazakhstan and Ukraine, from provoking conflict to supporting positive industrial relations.

Meschack Robertsons of NUMSA provided an update on the strike at ArcelorMittal in South Africa, where the union is demanding permanent jobs for contract workers and equal pay for work of equal value.

The meeting was shocked by a report from USW about resistance to attempts by workers at an ArcelorMittal joint venture in Calvert, Alabama, USA to organize with USW. The network unanimously passed a resolution condemning the anti-union campaign being waged by local management. The resolution urges ArcelorMittal global management to ensure that local management respects an agreement that ArcelorMittal will remain neutral when its workers attempt to organize with USW.

The network shows solidarity for ArcelorMittal workers in Alabama

ArcelorMittal head of human resources for South America Adriani Damazio spoke at the meeting and addressed questions and comments raised by participants. Damazio expressed the company’s commitment to working collaboratively with unions and reported on steps ArcelorMittal is taking to empower women and other historically underrepresented groups within the company.

Brazilian unions raised concern that ArcelorMittal has not collaborated with them to address challenges presented by the Brazilian government’s recent weakening of labour legislation and called on the company to take the high road in industrial relations and collective bargaining.

The network discussed opportunities and challenges presented by Industry 4.0. Participants concluded that ArcelorMittal must be more inclusive of unions in this change process.

The meeting also included a panel discussion about women’s participation in the network. The network decided to make gender equality an agenda item in all its meetings, to include gender issues on the agenda of dialog with the company, and to strive for more female participation in these meetings.

Stated IndustriALL assistant general secretary Kemal Özkan:

“We appreciate the participation and support provided by ArcelorMittal for this meeting, and we commend ArcelorMittal for its role in recent improvements in industrial relations in Ukraine and Kazakhstan. However, significant challenges remain. We believe that global social dialogue is essential to addressing those challenges, and that this can best be achieved through ArcelorMittal entering into a global framework agreement with IndustriALL Global Union.”

Organizing diamond mineworkers in Lesotho

The rough terrain is no deterrent to IndustriALL Global Union affiliate, the Independent Democratic Union of Lesotho (IDUL), which is increasing its membership against all odds and began organizing diamond mineworkers in a similar drive last year. The union aims to recruit over 50 per cent of the 659-strong workforce at Storm Mountain to enable negotiating for a collective bargaining agreement with the company.

The Maluti Mountains. Photo: IndustriALL

The Maluti Mountains are behind Lesotho’s emerging status as one of Africa’s significant new diamond producing countries and home to global diamond mining companies. The UK’s Firestone Diamonds, which owns the Liqhobong Diamond Mine in Lesotho, employes over 550 workers and recently dug up a 72-carat whole “makeable” — which allows for a large diamond to be cut.

However, the union is facing stiff resistance from management at the Liqhobong mine, who are refusing the union access to meet its members. Although the country’s labour code gives unions access to the mines to organize, there are clauses in the Mining and Minerals Act which allows for “exemptions”. The unions are fighting for the clauses to be removed.

Says IDUL general secretary, Dan Theko:

“We will not be intimidated by management’s intransigence and will continue to demand just labour laws. We stand firm against union busting tactics and condemn employers’ refusal to process signed membership forms. We also have a right to meet and organize workers, and its illegal for employers to deny us that right.”

The team included the IndustriALL director of mining, diamonds, gems, ornaments, and jewellery production (DGOJP), Glen Mpufane, and the programme officer for the IndustriALL Sub Saharan Africa region, Charles Kumbi. Lesotho is part of IndustriALL’s union building project.

As part of the IndustriALL Global Diamond Network (IGDN) meeting resolution to support IDUL’s organizing drives, made in Johannesburg in 2018, three South African affiliates sent their organizers and educators — Lucky Mabiletsa (National Union of Mineworkers), Joseph Mosia, (National Union of Metalworkers of South Africa) and Thabo Mpete (United Association of Southern Africa). They shared strategies on dispute resolution, collective bargaining, understanding labour laws, and building skills on health and safety at a two-day workshop for 20 shop stewards. Besides training, the affiliates are supporting IDUL’s initiative to set up an office at Kao and will invite the union to their international schools, as well as help in securing an all-terrain vehicle.

*Shopstewards from the Independent Democratic Union of Lesotho. Photo: IndustriALL*

Glen Mpufane, IndustriALL mining director, applauded the solidarity:

“Regional solidarity is crucial and shows the strength of the unions’ collective power. It is also an assurance to diamond mineworkers in Lesotho that they are not in an isolated struggle but are part of a global workforce fighting for workers’ rights and better working conditions through the global diamond network.”