Bangladesh compensation meetings this week

The meetings will be hosted and neutrally chaired by the International Labour Organisation (ILO) and the message to brands from IndustriALL will be clear, IndustriALL Assistant General Secretary Monika Kemperle stated:

The families and the injured have already waited far too long. Companies who are serious about conditions in their Bangladeshi production chain can send a clear sign of their sincerity at these meetings.

The Tazreen factory fire killed 112 workers and injured over 120 in November 2012. Major European retailers C&A, KiK and El Corte Inglés agreed to contribute to a US$5.7 million compensation plan for the victims of the Tazreen fire in a meeting hosted by IndustriALL in April.

Walmart again represents the worst end of the spectrum of different corporate responses to the issue. Complete indifference to the process has been shown so far from the large American retailer. Walmart products were made by 40% of the Tazreen product lines.

Full details of which brands and retailers participate will be released at the time of the meetings.

The compensation plan was developed by IndustriALL and its affiliates in Bangladesh following the Spectrum factory collapse in 2005. The model is supported by international labour rights groups and is the industry’s best practice compensation mechanism.

The model was used after the December 2010 fire at That’s It Sportswear, a factory producing for Gap and other US brands, and the fire this January at Smart Export Garments, which was producing clothes for Inditex and others.

The formula sets out clear guidelines for payment to families of dead and injured workers and takes into account loss of earnings, pain and suffering, and also medical costs, funeral costs and other important family expenses. The estimated long-term compensation for Rana Plaza will be more than 54 million euros (71 million USD).

The work around the compensation issue is not part of the Bangladesh Accord on Fire and Building Safety. But the strong spirit of cooperation built by the Accord feeds into the process.

Leather workers stage protests in Iraq

According to the reports from FWCUI and the union of leather workers around 200 employees, including both daily- waged and contracted workers, have been dismissed without due notice by the administration of the State Company of the Leather Industries. Many of the workers have had at least six years long service by the time of dismissal.

Workers and their union are mobilizing to pressure the administration to rescind this decision.

As a state-owned company the employer responds to the Ministry of Industry, however when the workers contacted the Ministry they were told that it was the decision issued by the administration and not the Ministry.

Workers began their campaign with demonstrations in three locations in Baghdad and Kufa despite threats by the company attempting to block demonstrations either outside or inside company premises.

Further meetings between the FWCUI leadership, demonstrators and leaders of the union have confirmed that next stage of the campaign will be a press conference and then further rallies and demonstrations. The FWCUI assigned a lawyer to the case in order to make the administration be confronted through the courts alongside the protest actions.

The leather workers held a further demonstration on 27 August with fired workers demanding their rights again at the Ministry of Industry.

Russian unions mobilize for better wages

On 31 August and 1 September unions in twelve Russian cities mobilized for better wages. The campaign “Wages must rise!” was launched by the Confederation of Labour of Russia.

ITUA brought Ford and Antolin workers to the rally in Saint-Petersburg. The participants of the rally demanded regular wage adjustment and clear rules on wage indexation in the Russian Labour Code.

In Kaluga the ITUA mobilized workers of Volkswagen, Benteler and other plants on a demonstration on 1 September.

“Clearly the workers face the problem of defending their own interests, of organizing unions, and now, in the pre-crisis period, the situation is more serious than ever. In times when measures such as partial abandonment of Labour Code are tried and tested, the choice is tough – to resist or to be crushed completely,” said Dmitry Kozhnev, an ITUA activist in Kaluga.

“The issue of wage adjustment is vital. When wages at some Kaluga factories are raised according to inflation figures by 7 per cent in the beginning of the year, but then prices and basic utilities go up 8-15 per cent, communities are simply pillaged by financial and industrial elites,” added Kozhnev.

The campaign takes place in the context of G20 summit in Saint-Petersburg, which is about to begin on 5 September. The unions demand fair wage adjustment, better balance between permanent and variable part in wages, and stricter sanctions for employers who refuse to sign formal work contracts.

Iraqi demonstrations against parliamentarians' benefits

Despite an intense security crackdown, the last day of August saw hundreds of demonstrators on Iraqi streets protesting against lawmakers’ perks. Iraqi people are angry and disgusted at the fact that Parliamentarians have approved themselves massive monthly pension payments regardless of how long they serve. They retain around 80 percent of their full salary as a pension after serving one term in parliament, along with allotments for security, and they also keep their diplomatic passports.

Protests took place in Baghdad, as well as several southern cities including Basra, Hilla, Najaf and Nasiriyah, as well as Kirkuk and Baquba, to the north of Baghdad. Several thousand demonstrated in the southern city of Basra, where one banner declared: "The resources of Iraq are for Iraqis, not the lawmakers." In Nasiriyah, riot police armed with batons are reported to have wounded 11 people and detained ten.

Authorities in Baghdad refused to allow demonstrations and turned to extraordinary security measures, including blocking bridges and deploying large numbers of armed soldiers and police in major squares. Security forces arrested dozens of protestors in Baghdad as police dispersed a demonstration in Tahrir square by force. However, as a result of government pressure, including confiscating cameras and detaining journalists, media coverage of the protests was minimal.

Interior Ministry spokesman Saad Maan Ibrahim defended the security operation, saying authorities were concerned suicide bombers might try to attack the rallies. He insisted authorities had no problem with the demonstrations and that his forces were present only to protect protesters. In a statement on his website, Iraqi Prime Minister Nuri-al Maliki said he supported the protesters' demands and would work to "amend the salaries of high-profile officials".

Along with demonstrations and mobilizations across the country, Iraqi unions initiate to form unity to challenge political authorities. Basra-based trade unions, including IndustriALL Global Union’s affiliates in electricity and oil sectors, have recently decided to form a coalition in order to level up the pressure over the government on labour-related matters.

IndustriALL Global Union shares the disgust of the Iraqi people and trade unions and will continue to give full support and publicize all their struggles.

Unions at Alcoa to Hold Global Week of Action

The global week of action was called by the Global Network of Unions at Alcoa. This is a network that includes participation from unions representing thousands of Alcoa employees in over a dozen countries.

Alcoa is the world’s largest producer of primary aluminum.

During the global week of action, workers at Alcoa production sites around the world are participating by holding solidarity events, wearing stickers, circulating flyers and taking other locally appropriate actions.

The Global Network of Unions at Alcoa last met in May. At this meeting, participants recognized that many of the unions will negotiate a new wage agreement with Alcoa over the coming year. They also identified concerns about health and safety at some Alcoa worksites.

The meeting included participation from workers at Alcoa’s aluminum casting site in Hampton, Virginia, USA. They informed the Network about how Alcoa has illegally fought against attempts by Alcoa’s employees in Hampton to join the United Steelworkers.

IndustriALL General Secretary Raina stated:

Workers and their unions at Alcoa are gearing up for challenging negotiations. They are coming together in an unprecedented way to demand that Alcoa negotiate fairly, uphold its stated commitment to health and safety, and end its illegal opposition to union organizing at some of its worksites.

Workers find their voice in Fiji

Despite the difficulties faced by the trade union movement in Fiji, organising at the grass roots level by NUFCW is proving popular with workers. This is providing a voice in the workplace for workers who were previously unheard.

IndustriALL and the NUFCW launched the project following a planning meeting held earlier in the year in Sydney, Australia. During which union leaders from a wide spectrum of Industries had the opportunity to exchange ideas and experiences. The main outcome from the meeting was a decision that Fijian workers needed a voice in the workplace and the vitally important question such as health and safety, working-conditions, terms and conditions of employment should not be left to employers to decide alone.

The planning meeting also provided the opportunity to discuss and develop strategies on critical issues such as sustainability and building links through supply chains. Both IndustriALL and the International Transport Federation (ITF) have been developing close cooperation and working together to achieve this.

John Mudaliar General Secretary of the NUFCW believes that “The union movement in Fiji has a responsibility to provide a voice to as many workers as possible, community organising is the best way to do that”. Fijian workers appear to agree and the continued growth of NUFCW is an example of how this strategy is working. Organising in Fiji is not easy and many employers find ways to try to prevent unions being recognised.

Women workers also play an important part in the union’s growth strategy and 30 per cent of the NUFCW Membership are women. As well as taking part in the unions’ mainstream activities, the women also have their own programs. In some industries women provide the majority of the workforce and are vital to organising activities.

Rob Johnston Executive Director IndustriALL states “Speaking out for workers on workplace issues is a fundamental role for trade unions. In Fiji we have to have a multilayered campaign that recognises the environment that unions have to work within and try to change it, while at the same time we must also appeal to Fijian workers by focusing on day to day issues that affect them”.

Bangladesh signatory list

1	LOBLAWS	CANADA
2	ABERCROMBIE & FITCH	USA
3	AMERICAN EAGLE OUTFITTERS, INC	USA
4	KNIGHTS APPAREL	USA
5	PVH	USA
6	SCOOP NYC	USA
7	SEAN JOHN APPAREL	USA
8	TOP OF THE WORLD	USA
9	ADIDAS	GERMANY
10	ALDI NORD	GERMANY
11	ALDI SOUTH	GERMANY
12	BELOTEX	GERMANY
13	BRANDS-FASHION	GERMANY
14	C&A	GERMANY & BELGIUM
15	CHICCA	GERMANY
16	COLOMBUS TEXTILVERTRIEB	GERMANY
17	COMTEX	GERMANY
18	DAYTEX	GERMANY
19	DELTEX	GERMANY
20	DISTRA	GERMANY
21	ERNSTING'S FAMILY	GERMANY
22	FLORETT TEXTIL	GERMANY
23	FULL SERVICE HANDELS	GERMANY
24	GEBRA	GERMANY
25	G.GUELDENFENNIG	GERMANY
26	HERDING HEIMTEXTIL	GERMANY
27	HESS NATUR-TEXTILEN	GERMANY
28	HORIZONTE	GERMANY
29	HÜREN OHG	GERMANY
30	JOLO FASHION	GERMANY
31	JURITEX	GERMANY
32	KARL RIEKER	GERMANY
33	KARSTADT	GERMANY
34	KIK	GERMANY
35	LIDL	GERMANY
36	METRO	GERMANY
37	MULTILINE	GERMANY
38	NEW FRONTIER	GERMANY
39	OLYMP	GERMANY
40	OSPIG	GERMANY
41	OTTO GROUP	GERMANY
42	PUMA	GERMANY
43	REWE	GERMANY
44	S OLIVER	GERMANY
45	SCHMIDT GROUP	GERMANY
46	STEILMANN HOLDING GROUP	GERMANY
47	TCHIBO	GERMANY
48	UNCLE SAM	GERMANY
49	VIANIA	GERMANY
50	WUNSCHE GROUP	GERMANY
51	ARCADIA	UK
52	BONMARCHE	UK
53	DEBENHAMS	UK
54	EDINBURGH WOOLEN MILL	UK
55	FAT FACE	UK
56	JOHN LEWIS	UK
57	OTLBRANDS	UK
58	MARKS & SPENCER	UK
59	MATALAN	UK
60	MOTHERCARE	UK
61	N BROWN	UK
62	NEW LOOK	UK
63	NEXT	UK
64	PRIMARK	UK
65	RIVER ISLAND	UK
66	SAINSBURY'S	UK
67	SHOP DIRECT GROUP	UK
68	TESCO	UK
69	AUCHAN	FRANCE
70	CAMAIEU	FRANCE
71	CARREFOUR	FRANCE
72	GROUPE CASINO	FRANCE
73	LECLERC	FRANCE
74	DE BIJENKORF	NETHERLANDS
75	FASHIONLINQ	NETHERLANDS
76	HEMA	NETHERLANDS
77	O'NEIL EUROPE BV	NETHERLANDS
78	TEXSPORT BV	NETHERLANDS
79	V&D	NETHERLANDS
80	WE EUROPE	NETHERLANDS
81	ZEEMAN	NETHERLANDS
82	GSTAR	NETHERLANDS
83	JBC	NETHERLANDS
84	AHLENS	SWEDEN
85	GINA TRICOT	SWEDEN
86	ICA	SWEDEN
87	KAPPAHL	SWEDEN
88	H&M	SWEDEN
89	HEMTEX AB	SWEDEN
90	BESTSELLER	DENMARK
91	COOP DANMARK	DENMARK
92	DANSK	DENMARK
93	DK COMPANY	DENMARK
94	IC COMPANYS A/S	DENMARK
95	TEXMAN	DENMARK
96	HELLY HANSEN	NORWAY
97	VARNER GROUP	NORWAY
98	VOICE NORGE AS	NORWAY
99	STOCKMANN	FINLAND
100	COTTON ON	AUSTRALIA
101	FOREVER NEW	AUSTRALIA
102	KMART	AUSTRALIA
103	SPECIALITY FASHIONS	AUSTRALIA
104	TARGET	AUSTRALIA
105	WOOLWORTHS	AUSTRALIA
106	BENETTON	ITALY
107	ESPRIT	HONG KONG & GERMANY
108	TOPGRADE INTERNATIONAL	HONG KONG
109	CHARLES VOEGELE	SWITZERLAND
110	SWITCHER	SWITZERLAND
111	VISTAPRINT	SWITZERLAND
112	EL CORTE INGLES	SPAIN
113	INDITEX	SPAIN
114	MANGO	SPAIN
115	JOGILO	BELGIUM
116	VAN DER ERVE	BELGIUM
117	FAST RETAILING	JAPAN
118	LC WAIKIKI	TURKEY
119	LPP	Poland

CAW and CEP merge to form Unifor

On 1 September, more than 2,500 elected delegates from the Canadian Auto Workers union (CAW) and the Communications, Energy and Paperworkers Union (CEP) voted to merge and create a new union called Unifor. The statutes received 96 percent support from the founding convention in Toronto.

Unifor represents 300,000 members in a wide range of sectors including manufacturing, energy, forestry, services, telecommunications and transportation.

The convention elected Jerry Dias national president, Peter Kennedy secretary-treasurer and Michel Ouimet as Quebec director. Of Unifor’s executive board on 25 members, 44 percent are women, well over their 28 percent share of the membership.

Jerry Dias began his working life in 1978 at de Havilland Aircraft (now Bombardier Aerospace) in 1978, and was elected shop steward later that year. He became local president before moving to the national office in 1993 to coordinate the aerospace sector. Before elected president of Unifor, Dias was assistant to the CAW president.

We want a Canada that treats every person with decency, respect and security. A Canada that values the workers who produce the wealth, rather than devaluing and sacrificing us,

Dias said in his keynote speech.

The convention adopted an innovative organizing policy. One new element is the introduction of “community chapters” through which new groups of workers may join Unifor, even if they do not yet belong to a recognized bargaining unit. Unifor will dedicate 10 percent of its income or 10 million Canadian dollars annually to organizing new members.

Unifor will carry on the tradition of social unionism of its founding organizations. This political action means broad engagement in communities, participation in issue campaigns, and involvement in elections to raise issues and support to candidates who agree with them.

The convention gave a rousing farewell applause to CAW president Ken Lewenza and CEP president Dave Coles who both retired.

In his greeting, IndustriALL general secretary Jyrki Raina praised the tradition of global solidarity provided by the founding organizations:

In a globalized world without borders, we need to work together more than ever. I am confident that Unifor will continue to support our sisters and brothers in Colombia, Mozambique and elsewhere.

Tens of thousands to join South African strikes

More than 31 000 workers in the auto manufacturing sector downed tools on 19 August demanding a 14 per cent wage increase. The strike continues as National Union of Metalworkers of South Africa (Numsa) consults its members on a revised offer of 10 per cent from employers, up from 6 per cent.

Getting ready to join their comrades on 2 September are about 72,000 Numsa members after a breakdown in wage negotiations with the Fuel Retailers Association and the Retail Motor Industry Organisation.

Meanwhile, up to 90,000 members of the National Union of Mineworkers (NUM) are ready to respond to a strike call on the weekend after wage talks faltered in the gold sector. The NUM, which is the majority union in the sector, has given employers until 30 August to meet its demands for up to 60 per cent wage increase. The Chamber of Mines, negotiating on behalf of gold sector employers has put forward a final offer of between 6 and 6.5 per cent, which the NUM has rejected as this is only slightly above inflation.

In the textile sector, the Southern African Clothing and Textile Workers Union (Sactwu) has conducted a strike ballot where workers have voted in favour of a strike should their wage dispute with employers not be settled. SACTWU is preparing to submit a 48 hour strike notice top employers on 2 September after which 50,000 of its members will take up strike action in support of their demands for a 7 per cent wage increase in metropolitan areas and 11 per cent for those in non-metro areas.

12,000 Turkish textile workers win

The Textile, Knitting and Clothing Industry Workers’ Union, Teksif, led the united strike from 15 August after sectorial level negotiations with the Turkish Textile Employers’ Federation failed. The previous agreement expired on 1 April 2013.

The new collective agreement will be valid for three years as of 1 April 2013. Here are some details:

Wage increase: It was agreed that wages will be increased with the following formula over the periods of six months: 2013/1 5%; 2013/2 3%; 2014/1 3%; 2014/4 4%; 2015/1 3%; 2015/2 4%. If inflation exceeds these percentages, wage increases will be complemented.

Bonuses: The union’s demand for bonuses with an amount of 120-day salary per year was accepted by the employers. This represents an increase from the prior bonus equal to a 72-day salary period. For new employees, the bonus will be 96-day for the first year of employment while it is agreed to make it 108-day in the second and 120-day in the third.

Overtime payments: It was agreed that overtime payments will be doubled (100% more) for work in weekdays, tripled (200% more) on weekends and four times (300% more) on bank holidays. If a worker is asked to work on a weekend, he or she will be given one extra holiday in the following week.

Seniority Premium: According to the agreement, workers are entitled to a seniority premium amounting to 7 Turkish Liras on top of their hourly wages for each year of working up to a ten-year seniority.

Sub-contracting: The parties agreed that there will be no subcontracting work at the workplaces.

The Teksif President Nazmi Irgat thanked IndustriALL Global Union for its valuable support.

IndustriALL Assistant General Secretary Kemal Özkan welcomed the victory:

IndustriALL Global Union salutes the settlement managed by Teksif which is a success as it achieved demands of the workers. One the key elements of this victory was that it was conducted with a great discipline and full participation of the workers with unity. This sets a good example for other unions that if the unions struggle victory comes.”