Crown once again tramples labour rights

Along with consistent union busting and derecognition in Turkey, Crown dismissed four workers Haluk Efe, Mehmet Akbay, Mustafa Bayram and Ahmet Bal who are members of the local union organizing committee of IndustriALL affiliate Birlesik-Is. In the beginning of March the employer summoned the workers demanding them to write an explanatory note, called a defence document, to the accusations put forward by the management.

The dismissed union leaders were accused of encouraging other workers not to work overtime along with disturbing the peace of the working environment, even though there recently was no overtime work announced inside the workplace. The real reason was the fact that the workers tried to exercise their fundamental right to organize provided by the Turkish Constitution.

All four workers were kept outside the factory while management imposed that they take leave. After the announced period of leave came to an end the management arbitrarily dismissed the workers.

IndustriALL Global Union has immediately reacted to the situation by sending a letter protest to Crown Holdings CEO.

IndustriALL Assistant General Secretary Kemal Özkan pledged support to the dismissed workers and said, ”Crown Holdings proved once again its ugly evil nature where the desire to get profits at any cost prevails. Crown went as far as to trample on national and international legislation not only in Turkey but also in other countries. All of our unions together will stand up and fight for these and other unjustly repressed workers until justice is restored”.

As the shareholders meeting of Crown Holdings is approaching the unions are organizing actions worldwide including reaching out to the customers of Crown revealing the real face of the company.

Japanese metalworkers secured the biggest pay rise since 1999

Over 50 unions representing workers of large companies in automotive, ICT electrical & electronics, machinery, steel and shipbuilding industries affiliated to Japan Council of Metalworkers' Unions – JCM made their input to a successful collective bargaining campaign resulted in the biggest pay rise for workers in the last 15 years when the Japanese economy has been suffering from deflation.

Among others JCM quotes the following achievements:

All trade unions managed to secure regular pay raises as part of the wage structure, which in practice means a hike of some 2 per cent or around 6,000 yen monthly.
In addition to maintaining the wage structure level 49 out of 52 unions succeeded to negotiate additional 1,737 yen increase which together with the regular pay rise will mean some 8,000 yen monthly increase.
88 percent of the unions managed to bargain an annual bonus equal to 5.1 months of salary, an increase over the previous year’s levels.
Some 19 unions managed to negotiate an additional monthly hike to the minimum wage at the company level.

In the statement regarding the achieved results during the Spring Labor Offensive 2014 JCM declared, “We would like to make the results of today’s responses known throughout Japan and promote activation of the economy by investing in people through higher monthly wages and better working conditions.”

Rana Plaza Trust Fund to launch worker payments as of 24 March

On 18 March the Coordination Committee of the Rana Plaza Trust Fund approved the inclusion of Primark as the eighth brand to publically pay into the fund. Primark will cover the cost of full reimbursement of the 581 workers at the New Wave Bottoms factory, one of five factories at Rana Plaza. All payments and support will be conducted under the auspices of the ILO-chaired Trust Fund.

The initial payment of US$650 will be made between 10 and 24 April. This process will include assistance to all claimants in setting up bank accounts. These payments will total US$2 million. The estimated total required funds are USD 40 million to make payments in line with ILO Convention 121. All stakeholders will continue work to communicate and outreach to all claimants to inform and to finalise a comprehensive database of all 3,600 survivors and families of the killed.

IndustriALL Global Union assistant general secretary Monika Kemperle will be relieved to see Rana Plaza workers finally receive their money:

Months of work under the expert stewardship of the ILO has brought us to this point. The Rana Plaza Trust Fund is a true international standard-setter in line with ILO Convention 121. The job is not finished though, many brands are still yet to contribute while further contributions will be expected from the eight brands that have already paid.
But the one-year anniversary of that terrible disaster will not pass with the 3,600 families still waiting.

The Rana Plaza brands that have not yet publically contributed to the fund are: Adler Modemärkte, Auchan, Ascena Retail, Benetton, C&A, Carrefour, Cato Fashions, Children's Place, Grabalok, Gueldenpfennig, Kids for Fashion, KiK, LPP, Manifattura Corona, Matalan, NKD, PWT, Walmart and Yes Zee.

The 3,600 families of dead workers and injured workers have already received 9 months’ salaries since the tragedy; totaling US$ 2 million that was paid out by Primark, Loblaw of Canada last year also paid three months’ salary to all 3,600 claimants.

Join the LabourStart campaign and write to these brands here

Roy Ramesh, general secretary of the IndustriALL Bangladesh Council underlined the importance of moving forward under a coordinated approach:

“Only by working through the ILO-chaired Trust Fund can all stakeholders ensure effective and transparent payments to the victims of Rana Plaza. The Bangladeshi government, unions and employers have all worked together with international unions and brands to lay the solid foundations of the ILO-led scheme. It is the only viable way forward.”

Grasberg – deadly accident in Rio Tinto mine could have been prevented

In May 2013 the roof on a non-operational underground tunnel collapsed during a training session at the Freeport-McMoran’s Grasberg copper mine in Indonesia killing 28 miners and injuring ten others. The accident, which can only be described as an industrial homicide, occurred during a safety course.

An investigation into the accident was held, from which IndustriALL Global Union affiliate CEMWU (FSPKEP-SPSI) was barred from active participation. Even though the report was not classified, the findings were not made public.

The Indonesian National Human Rights Commission (Komnas HAM) has now found that company could have prevented the cave in at Grasberg that killed 28 people last year.

“PT Freeport had the ability to prevent this from happening but didn’t. The lack of effort jeopardized the lives of others. The gravity of this case is serious,” Komnas HAM commissioner Natalius Pigai said on Friday as quoted by kompas.com.

He also found that human rights violations were committed and called on the government to follow up the commission’s report by thoroughly investigating the incident to uncover any indications of negligence.

In the wake of the industrial accident at the Freeport-McMoran’s Grasberg copper mine in Indonesia, trade union delegates, including representatives from IndustriALL, travelled to the region on a solidarity mission in September 2013. The mission concluded that the cause of the accident was management negligence. No evidence of inspections or risk assessment performed before the accident could be provided.

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

“Rio Tinto paints a pretty picture when it comes to health and safety, but the reality says otherwise. They control 40 per cent of the Grasberg mine but have yet to take an equal responsibility.”

In order to avoid more tragedies in mining Rio Tinto must put their money where their mouth is and take the health and safety of their workers seriously.

Support Amnesty International campaign for jailed Korean trade union leader

Kim Jungwoo is a former leader of the Ssangyong Motor branch of the Korean Metal Workers’ Union, an IndustriALL Global Union affiliate. He was arrested in June last year after protesting for the reinstatement of the workers dismissed by Ssangyoung Motor in June 2009, and in memory of the 24 workers and family members who either killed themselves or died of stress-related disorders during the campaign. He will have completed the sentence in April, but could be given a heavier sentence at the High Court after an appeal by the prosecution.

Jyrki Raina, general secretary of IndustriALL Global Union, says the situation is unacceptable:

IndustriALL strongly condemns the increasing restrictions that South Korean trade unions are facing. Kim Jungwoo was arrested while defending the rights of the dismissed workers at Ssangyong and must be released immediately.

Support Amnesty's campaign and demand the immediate release of trade union leader Kim Jungwoo!

IndustriALL spotlight on Malawi

Malawian unions organizing in IndustriALL sectors have challenges but they have huge potential to grow members and power if they can work together.

said Fabian Nkomo, Regional Secretary of IndustriALL Sub-Sahara Africa, after the factory visits and two-day workshop on 4-6 March 2014 in capital city Lilongwe.

	BCCEAWU	CIAWU	TGLSSEWU	CEMAWU	TOTAL
Paid membership	8,930	5,200	6,543	1,147	21,820
Paid membership IndustriALL sectors	1,242	750	959	1,147	4,098
Potential	35,000	20,000	37,000	35,000	127,000 (at least)
Potential in IndustriALL sectors	18,000	2,500	7,000	35,000	62,500
No. Staff	5	4	6	3	18
No. of CBAs	5	6	9	0	20
Location HQ	Blantyre	Blantyre	Blantyre	Lilongwe
Women structures	?	Yes	Yes	No

There is a large potential for organizing workers in IndustriALL’s sectors in Malawi. The three IndustriALL affiliated unions, with a fourth in the process of affiliation, have targeted priority organizing targets and already represent 21,820 members.

The potential organizing work for the unions was mapped out during the mission and possibilities for a joint programme were discussed in the presence of representatives from Finnish IndustriALL affiliate Metalli and Finnish solidarity support organisation SASK.

The mission was impressed with enthusiastic and committed trade union officials of each of the affiliates, all ready to work in unity, and was also impressed by the openness to organizing from workers and employers.

See the eye-opening photos attached to this article that offer a snapshot of working conditions for IndustriALL members in Malawi.

Workers win wage victory in Myanmar

After tense and drawn-out negotiations, Korean factory owners agreed to a wage increase of US$26 (25,000 Myanmar Kyats) to raise the maximum monthly salary from US$124 to US$150 a month.

The contract was signed on 13 March 2014 by the Yes 1 Garment Basic Labor Organization and factory director, Kim Yaung Hon.

Yes 1 Garment Factory, which is located at Hlaing Tharyar Industrial Zone, employs 1,600 workers of which 1,200 are union members.

The wage proposal, which took into consideration workers’ living costs, was formulated in an IndustriALL Global Union training workshop attended by the union’s woman president, Win Theinghi Soe, as well as other Executive Committee members in December 2013.

There are approximately 400 garment factories in Myanmar employing more than 200,000 workers and the numbers are growing. In 2013 alone, 200 new factories were set-up. Many brands are now eyeing Myanmar as a new country to source and manufacture their products due to cheap labour costs.

IndustriALL intervenes in defence of sacked Berger Paint union leader in Bangladesh

The Berger workers’ union is part of IndustriALL Global Union’s long-standing affiliate the Bangladesh Chemical, Energy and Allied Workers’ Federation (BCEF). The union in Kalurghat, Chittagong has survived years of management interference and intimidation in regular breach of the labour law and collective bargaining agreement.

Golgar served 11 years in his job at Berger, repeatedly blocked from promotions, as is part of the standard anti-union practice of this factory’s management. Eleven past active union members and officers were sacked between 2000 and 2011, some after working over 20 years at Berger. Under Bangladeshi labour law a dismissal removes the right to all financial indemnity.

Following Golgar’s sacking the local management pressured workers into holding a union election, on 27 January, with the result heavily influenced by the clearly illustrated risk of the sack for raising a strong voice in defence of workers. The sacking was maliciously timed just before Golgar was due to be reelected for a third consecutive mandate as general secretary. The rushed election means that the extra legal protection of being the current union general secretary is lost.

Symbolic disrespect of the social bargaining partner at Berger was another standard practice of refusing union reps the right to sit during meetings.

Berger Paints is India-based, with operations in Eastern Europe, Nepal, India and Bangladesh. Berger has over 65% of the market share in Bangladesh. While the company reports an annual turnover of almost half a billion US dollars, at the Kalurghat plant workers earn a base of US$7 per month, much less than the minimum wage.

BCEF has conducted a number of actions in response to the unfair dismissal, including calling on the Bangladeshi labour authorities to overrule the management’s decision, and conducting a joint press conference with the rest of the IndustriALL Bangladesh Council.

Send your message of solidarity to Brother Golgar Hussein using the messaging tool attached to this article.

Workers rally in support of Rubén Darío Montoya Obando

In July 2002, when working for a contractor in the Tenaris – Tubos Caribe plant, Rubén suffered an accident in the workplace. Since then, he has been fighting for compensation. A court has ordered Rubén’s reinstatement, a payout of salaries since the day of the accident, as well as a partial pension. But Tenaris – Tubos Caribe and the insurance company have appealed the court decision to pay past wages and grant a pension, a move that will postpone a solution for months. After going on a hunger strike in February, Rubén’s condition has deteriorated and he is now hospitalized.

In a show of support, workers of Tenaris-Tubos Caribe marched from the plant to Cartagena on 14 March. Rubén’s wife was present at the demonstration and shared the pains and difficulties they suffered since Rubén had a severe accident at the plant, twelve years ago.

Sintratucar, the trade union organizing workers at Tenaris – Tubos Caribe, demanded a real health and safety policy from Tenaris – Tubos Caribe that will stop workers from putting their health on the line or have suffer accidents, like Rubén. Sintratucar is affiliated to IndustriALL Global Union affiliate FETRAMICOL.

Walfredo Marrugo, president of Sintratucar, said:

"We won’t stop campaigning until Tenaris – Tubos Caribe resolves Rubén's situation, giving him the pension and health insurance he deserves. We demand a serious dialogue with the company that allows us to have a safe workplace with a health and safety program relevant to our jobs and our industry, and which is consistent with Colombian law."

UNI Holds Professionals and Managers’ Conference

At UNI most P & M’s are in the finance sector, with many also in ICT. UNI has a ten-point program for organizing in Europe. One topic of interest is the impact of the skills gap and mobility among P & M’s. P & M’s are always at work, always connected. How can we have a life outside work? Furthermore P & M’s are keen on the issues of career path, job security and health and safety, in particular for engineers.

P & M’s need to be made more visible in networks. Cooperation has to be arranged with the ICT sector to organize engineers. Work-life management has to be promoted for P & M workers. But overall the issue is organizing young professionals in the new labor market. In some countries simply calling a worker an executive, a simple change in work title, excludes him or her from being a union member. This is particularly true outside of Europe.

The priorities for Europe are seen to be work-life management, recruiting young P & M’s, organizing P & M’s in general, agreements with companies, social dialogue, EWC’s, crowdsourcing, protection of whistleblowers and salaries for managers and performance criteria as well as the UNI passport. Mobility is another overarching concern.

One other area of cooperation to be explored is working with Eurocadres. And the work needs to be more anchored in sectors.