Unions in the Middle East and North Africa see growing participation of women

 Women trade unionists met in Tunisia yesterday to celebrate International Women’s Day and to organize to end violence against women at the workplace. A seminar was organized by the IndustriALL women’s network in Tunisia, as well as the national centre Union Générale Tunisienne du Travail (UGTT), and affiliates of global unions UNI and Public Services International (PSI).

The general secretaries of the UGTT and the Arab Trade Union Confederation, the ITUC’s regional body, addressed the meeting.

Since the launch of the regional women’s network in 2015, and the subsequent creation of national networks in Egypt, Tunisia, Morocco, Iraq, Jordan, Palestine and Lebanon, women trade unionists have actively fought to empower women workers and increase their participation in unions.

On the occasion of the 60th anniversary of the Tunisian Code of Personal Status – a progressive set of laws aimed at giving women equal rights – the IndustriALL Tunisia womens’ network, UGTT, UNI and PSI Tunisian affiliates’ women leaders, launched a campaign for better inclusion of women in union decision making structures, under the slogan “Women unionists are efficient leaders”.

In January this year, for the first time in UGTT history, a woman, Naima Hammami, became member of the executive board.

In Morocco, the network motivated the discussion among national centres on draft legislation on gender equality.

This is the culmination of on going work by the women’s network. Women union leaders and members from IndustriALL affiliates have put women’s participation, women’s rights and gender equality issues on the unions’ agenda. A series of workshops on these issues has been conducted in the respective countries since 2014.

Jenny Holdcroft, IndustriALL assistant general secretary, said:

“Because of the creation of the women’s networks, and the work of IndustriALL, we are seeing new women’s leadership emerging in the region. Women are actively coordinating campaigns, and their work is gaining visibility, even at international level.

“Union leadership is taking women’s issues seriously, and more and more women are participating at all levels of the union movement.”

Affiliates are organizing more and more women, and report increasing women’s membership and leadership, especially in industries with many women workers, like textile and garment.

In May, the regional women’s network will meet to evaluate the 2016 violence against women campaign.

Major step forward for increased maternity leave in the Philippines

The Senate approved the proposals in the third and final reading of the bill, contrary to the House of Representatives, which approved legislation to extend maternity leave to 100 days. Current provisions for statutory maternity leave in the Philippines are 60 days for a normal delivery and 78 days for a caesarian section.  There will now be a bicameral debate to produce a common bill on the issue.

The Senate success comes after strong campaigning by IndustriALL affiliates in the Philippines as part of IndustriALL’s gender and maternity protection project in South East Asia, funded by Dutch trade union organization FNV Mondiaal.

IndustriALL women were represented in the technical working group in drafting the new legislation. Lobbying by IndustriALL women in the Philippines also succeeded in including the ratification of the ILO Convention 183 on Maternity Protection in the agenda of the country’s National Anti-Poverty Commission.

Ratification of ILO Convention 183 was a key goal of the IndustriALL/FNV Mondiaal 17-month project in South East Asia which ended in December 2016. Other goals were to strengthen women and gender structures in IndustriALL affiliates and increase union membership.

Under the project, the Industrial Workers Federation of Myanmar grew from 11,232 to 13,486 members, 80 per cent of whom are women. While membership of the Mining Workers Federation of Myanmar almost doubled from 3,785 to 7452 in less than two years, with 30 per cent women’s membership. In Thailand there has been an estimated 30 to 40 per cent increase in women members since the start of the project in unions PTTU, EGAT, CWUA and TWFT.   IndustriALL’s women’s committee in Thailand also submitted a position paper to the Prime Minister, outlining workers’ support for the ratification of ILO Convention C183

In Indonesia, IndustriALL affiliate FSPMI adopted a 40 per cent quota for women in leadership positions. Other affiliates in the country such as SPN and SEMWU are planning to do the same in 2017.  IndustriALL women in Indonesia also resumed communication with the Ministry of Health on the ratification of ILO Convention 183, while pushing for improved maternity protection and benefits in the country. Meanwhile, IndustriALL affiliates set up women’s committees in 94 factories in Indonesia, tasked to train women and campaign on women-related issues.

IndustriALL’s assistant general secretary, Jenny Holdcroft, said:

IndustriALL’s gender and maternity project in South East Asia has achieved incredible results in a short period of time thanks to the hard work of the women involved and support from FNV Mondiaal. We sincerely hope that the victory in the Senate will lead to new legislation in the Philippines that will significantly improve the lives of all working new mothers in the country.

IndustriALL signs new global agreement with the PSA Group

The agreement was signed at the headquarters of the International Labour Organisation (ILO) in Geneva, in the presence of Valter Sanches, General Secretary of IndustriALL Global Union, Luc Triangle, General Secretary of industriAll European Trade Union, Carlos Tavares, Chairman of the PSA Group Managing Board, Xavier Chéreau, the Group's Director of Human Resources, and Deborah Greenfield, ILO Deputy Director General.

The agreement has two parts:

Valter Sanches, General Secretary of IndustriALL Global Union, said:

“This agreement goes further than ever before to protect the rights of workers in PSA Group’s global supply chain and acknowledges the essential role of trade unions in the group. This is especially important now as PSA Group looks to expand. The agreement puts international labour standards first when national law is weak and makes respect of fundamental rights a determining factor in the selection of PSA Group suppliers.”

In addition, the agreement confirms the vital role of trade union bodies in the Company's dialogue and social cohesion. The PSA Group promotes a relationship of trust and transparency in steering the Company's development. The agreement accordingly strengthens the global dimension of the Group Works Council and its role in sharing the business and social challenges worldwide.

Xavier Chéreau, PSA Group's Director of Human Resources took this opportunity to announce:

“In line with the dynamic of the 'New Momentum for Growth' agreement signed in France, I wanted to bring our desire to build together with the Group's future employee representative bodies up to the global level. This agreement will drive a new momentum and accompany the PSA Group's international expansion as set out in our 'Push to Pass' strategic plan."

Luc Triangle, General Secretary of IndustriAll European Trade Union declared:

“With the renewal of the PSA Global Framework Agreement, it goes the extra mile by establishing worldwide minimum standards on the development of skills, employability of workers and health and safety at work. Transforming PSA into a learning company and giving every worker the chance to adapt is the right answer to the challenge of digitisation and the decarbonisation of the economy. These ambitious commitments will only become a reality for workers if they can depend on a robust social dialogue and negotiations at local level”.

Deborah Greenfield, ILO's Deputy Director-General for Policy said:

“The ILO welcomes the agreement which reinforces the commitment of PSA Group to the respect of workers' rights. It is a good example of how social dialogue can positively impact on working conditions in a global context.”

What is a Global Framework Agreement?

Global Framework Agreements (GFAs) serve to protect the interests of workers across a multinational company’s operations.

Global Framework Agreements are negotiated on a global level between trade unions and a multinational company. They put in place the very best standards of trade union rights, health, safety and environmental practices, and quality of work principles across a company's global operations, regardless of whether those standards exist in an individual country.

IndustriALL prioritizes establishing, monitoring and improving GFAs with multinational companies.

Current agreements
IndustriALL has existing GFAs with the following multinational corporations:

Aker, BMW, Bosch, Daimler, EADS, EDF, Electrolux, Endesa, Enel, Eni, Equinor, Evonik, Ford, Gamesa,  GDF Suez, GEA, H&M, Indesit, Inditex, Lafarge, Leoni, Lukoil, MAN, Mann + Hummel, Mizuno, Norsk Hydro, Norske Skog, Petrobras, Prym, PSA Peugeot Citroën, Renault, Rheinmetall, Röchling, Saab, SCA, Siemens, Solvay, SKF, Tchibo, Total, ThyssenKrupp, Umicore, Vallourec, Volkswagen, ZF

Ukraine: Explosion Killed Eight Miners

On 2 March, there was an explosion in the Stepnova mine, and collapsed rocks caused killings. 172 miners were working at that time in the pit, and 34 of them were occupied on an emergency site. Among the killed miners, the youngest was 19 years old and the oldest 42. The eight were section foreman, mining master and six miners.

In addition, according to the union, there are victims. All the workers being in the mine at the time of explosion were brought outside while 21 were hospitalized and six are still in serious situation. Most workers suffered burns of varying degrees. Operation at the mine is temporarily suspended. 3 March in Ukraine is declared as a mourning day.

By assumption of the regional organization of NPGU in Chervonograd Vitaly Onizhuk, the cause of the tragedy was a gas leakage. The exact cause of the collapse will be established soon.

The President of Ukraine instructed the Government to examine all coal mining enterprises in the country on provision of funds and compliance with production safety. Likewise the Prime Minister and the Minister of Energy and Coal Industry flew to the place of tragedy. They have already decided on the establishment of the state Commission for the safety inspection in mines. 200 million uah (about USD 7.4 million dollars) will be allocated to the means of protection of miners.

NPGU has repeatedly raised the issue of labour protection and industrial safety in the mines of Ukraine.

Chair of the union Mychailo Volynets said:

“Last year NPGU warned about the critical situation in the coal industry. State coal mines had not received full funding from state budget. There was lack of money for providing safety, buying new equipment and modernization of mines. All this factors creates the danger of accidents at state mines. NPGU pays attention that some state mines have 50 per cent providing of personal protective equipment for miners”.

Kemal Özkan, IndustriALL Global Union's Assistant General Secretary said:

"We mourn for our killed miners comrades. Our support and solidarity with their families and unions".

"Ukraine's mining health and safety record is completely unacceptable. IndustriALL Global Union urges the Ukrainian Government to take necessary measures without delay".

Later this month, IndustriALL Global Union and International Trade Union Confederation (ITUC) will conduct a special mission in Ukraine with a series of meetings with political authorities, trade unions and civil society.

Solidarity works – the 35 unionists and garment workers jailed in Bangladesh are released

Bangladesh: elements of a successful campaign

The issue

Textile and garment workers in Bangladesh are joining unions and fighting for better conditions. In December 2016, thousands went on strike for a higher minimum wage. 1,600 workers were fired, 35 trade unionists were arrested, others went into hiding, and trade union offices were closed.

IndustriALL and our sister global union UNI launched a campaign to end the crackdown. Yesterday, we had confirmation that we had been successful: the last trade unionist was released from prison, and our union affiliates in Bangladesh have been recognized as negotiating partners by the government and the employers’ association, the BGMEA.

How did we do it?

1. We had a backstory

We spent years raising awareness of conditions in Bangladesh, and building relationships with people working to improve things. We could quickly launch the campaign with a simple message.

2. Mobilized our base

We contacted our affiliated unions across the world and asked them to send letters of protest to the Bangladeshi government. We coordinated a day of action that saw union-organized protests outside Bangladeshi embassies in Berlin, Geneva, London, Brussels, The Hague, Washington D.C., New York, Ottawa, Kathmandu, and Seoul.

3. LabourStart campaign

We launched a campaign on LabourStart, the online petition site for the labour movement. More than 10,000 trade unionists around the world sent messages of protest to the Bangladeshi government.

4. Activated our network

We have built strong relationships with partner NGOs. We contacted organizations like the Clean Clothes Campaign and Fashion Revolution, who supported our campaign and shared it with their networks.

5. Gave people something to do

We engaged people by using social media to tell the story of the workers who make our clothes. We used easily shareable content with lots of images.

We produced a simple poster demanding the release of the trade unionists, and made it available to download. We asked people to take selfies of themselves holding the poster, and share it on social media with our campaign hashtag #EveryDayCounts. Hundreds of people posted images, which helped spread the message further.

6. Used positive alternatives

Our opponents characterized trade union protests as criminal and violent. We countered this with a positive alternative: two of our affiliates signed collective agreements with Bangladeshi garment employers during the period of the crackdown, showing that positive industrial relations are possible.

7. Used global framework agreements

We have spent years building relationships with major fashion brands that source from Bangladesh. We have signed global framework agreements with H&M, Inditex (ZARA), Tschibo and Mizuno. These agreements contain strong language that requires brands to take responsibility for their supply chain, and include a commitment to support collective bargaining.

Consumer activism means more and more people now care how their clothes were made: to stay competitive, brands need to show they care too. Major brands could not afford to be associated with a labour crackdown in Bangladesh. As a result, they announced they would not attend the crucial industry trade fair, the Dhaka Apparel Summit.

This was the last straw for the factory owners.

8. Established ourselves as partners

Unions make deals. We will need to work with the government and the employers’ federation in future to create a successful garment industry that provides quality jobs.

We created a situation where it would be costly for the government and employers to continue the crackdown, and made it clear we were in a position to escalate the campaign. Then we gave them a way out.

Union representatives on the ground, the IndustriALL Bangladesh Council, negotiated an agreement that saw the arrested trade unionists released. Commitments were made to offer dismissed workers their jobs back, and we established the precedent of the IBC being recognized as a partner for negotiations.

Conclusion

The two most important factor in our success were:

  1. Spending time to build relationships and trust beforehand, so that a lot of people could be mobilized quickly.
  2. Tackling the problem from different angles. With the Bangladeshi government receiving emails, letters and embassy protests, and brands refusing to attend the apparel summit, they felt pressure from all sides.

The campaign relied on relationships and networks. We played to our strengths (our networks), and targeted the employers’ weak points (reputational damage and the threat of lost business).

Union stands for workers’ rights at Indocement/Citeureup plant

The shop stewards shared information about challenges faced at the factory owned by Indocement, a subsidiary of German company HeidelbergCement.

At the meeting activists expressed their commitment to continue building social dialogue at the factory and advancing workers’ rights, but also to participate in social dialogue globally.

Establishing a good social dialogue is a long-lasting and continuous process. Just a few years ago, there was a serious labour conflict at the Citeureup plant. Together with the union, IndustriALL lodged an OECD complaint in May 2013 in order to stop the anti-union activities by the management. Thanks to a commitment from both the union and the management, the conflict was solved within the framework of OECD mediation.

Although main concerns were addressed an agreement was reached, some issues remain unsolved. The union office is placed outside the plant, which is an obstacle for direct communication with the factory workers. Another open question is the impossibility of organizing white-collar employees at the plant.

Local trade unionists and the FSP ISI General Secretary Widjajadi support the idea of creation of a global union network and a Global Framework Agreement (GFA) between IndustriALL and HeidelbergCement.

Matthias Hartwich, director of materials and mechanical engineering, comments:  

“A discussion with dedicated union activists is always inspiring and a source of energy and encouragement. We understand that conflicts may occur at any moment, even in a plant with a functioning social dialogue and not all can be solved locally. We fully support your call for a GFA to be able to solve these issues.”

“But we are also happy to see that since 2013 the situation at the plant has improved. We think the different partners in the social dialogue, shop stewards and local management, as well as global unions and corporate managements, have specific roles to play. We see social dialogue as part of a solution, and not as part of the problem.”

LafargeHolcim Indonesia head office employees fight for jobs

Their jobs are under threat as consequence of the project to set up a Regional Business Service Centre (RSBC) in Manila, Philippines. This would mean the transfer a lot of activities from Jakarta to Manila.

IndustriALL Global Union director Matthias Hartwich and communications officer Alex Ivanou were invited to attend the meeting, address the union members and discuss with them.

White-collar employees of the LafargeHolcim office in Jakarta started a “Say No RBSC!” campaign against the plans of the company late in 2016. Workers believe that not only are their own jobs at risk, but also that the implementation of the project might be a serious threat for the Indonesian operations of LafargeHolcim.

The issue was also raised with the global headquarters’ representative Feliciano Gonzalez, head of labour relations and social policies at LafargeHolcim, at the recent conference of cement unions in Bogor, Indonesia. In reply Gonzalez confirmed that the creation of regional centres is part of the corporate strategy of the group across the globe.

Unfortunately, LafargeHolcim management is hesitant to discuss openly with the union and instead tries to influence the worried employees in one-to-one talks. While workers are concerned about their future employment, so far the company has failed to provide any evidence of economic sustainability and necessity of the project.

At the meeting in Jakarta union activists expressed their readiness to continue the campaign until tangible results are achieved.

In the discussion with the union members, Matthias Hartwich, director of materials industries and mechanical engineering at IndustriALL said:

“We express our full solidarity support to FSP-ISI white-collar members fighting for their future and their jobs. We remind LafargeHolcim of their statement: ‘people are core to the success of the company’ and the company’s ambition is ‘to create a workplace that is safe, diverse, inclusive, and respectful’.

“With respect to the situation here in Jakarta, it is high time for LafargeHolcim to discuss the project with the union. Follow your own commitments and enter into proper negotiations about RBSC. Do not try to solve the issue in one-to-one talks, it is a collective matter.”

Dutch trade unionist wins case against Shell/NAM

Van Luijk was dismissed from Shell subsidiary NAM after 31 years of service after being accused of leaking sensitive information about the company’s pension scheme to the Dutch trade union confederation the Federatie Nederlandse Vakbeweging (FNV).

Van Luijk is an employee representative on the board of the pension fund, and had shared widely available information with other executive members and the FNV. The consequence of the dismissal would have been no redundancy pay or unemployment benefit.
 
The FNV, which is affiliated to IndustriALL Global Union, defended him. On Tuesday, the court in Assen ruled in his favour.
 
FNV director Henk Korthof said:
 
“We are delighted with this decision, for Bob, and for our whole executive. This is a matter of principle. Executive members must be able to do their union work and share relevant information with other members and the union – especially when the information is freely available on the internet!
 
“For us it’s simple: we will not accept attacks like this on our members.”
 
Van Luijk had intended to take up a generous voluntary severance package on 1 October 2016. However, he extended his service by three months because no replacement was found for him on the board of the pension fund. He was dismissed during this period, received no pay, and the redundancy offer expired.
 
The redundancy agreement of five pensionable years has now been reinstated, and NAM will pay three months salary to cover the period of his dismissal. The company will also pay €5,000 in compensation.
 
Diana Junquera Curiel, IndustriALL energy director, said:
 
“I am really happy to hear this good news about Bob, who is an honest, fair and hard working trade unionist. He is also a loyal NAM employee with 31 years of service, and the way the company treated him was disgraceful.”
 
On Wednesday the NAM CEO confirmed in a phone call to Van Luijk that the company will not be appealing the verdict.