In Sweden, the fight against Tesla continues

In Malmö, located in the country’s south, a large banner from the Swedish industrial workers’ union IF Metall hangs on the gates of a Tesla dealership. Its message is clear: “KONFLIKT”, followed by the subtitle: “I Sverige kör vi med kollektivavtal” (“In Sweden, we operate under collective bargaining agreements”).

Across the street, two of the mechanics, wearing safety waistcoats in the IF Metall colours, are picketing against Tesla this May. Janis Kuzma and his colleague [who wished to remain anonymous] were motivated to join the movement, launched by IF Metall, by working conditions and their relationship with their superiors.

“If you have different views, you risk being sacked”

Janis Kuzma was the first to lay down his tools last October. He has now been on strike for eight months.

“When we were at full capacity in the summer of 2023, there were 15 of us in the small workshop, we were stepping on each other’s toes,”

he explains.

According to Janis and his colleague, the tight quarters were exacerbated by stress and poor planning.

“Many of them were often off sick because they were physically and mentally exhausted,”

they say. Each mechanic works on five vehicles every day.

If one of the mechanics complained,

“the human resources manager told them that Tesla wasn’t for everyone and that they were free to leave”.

Martin Berglund, mediator for IF Metall, refers to Tesla’s false familial character:

“Tesla’s internal communication is based on the idea that all of its employees are family,” he explains. “But in reality, Tesla is creating a company within a company, where it circumvents rules and regulations on a daily basis”.

What shocks Janis is the total lack of dialogue with his superiors.

“If you don’t agree with everything, if you have different views, you risk getting sacked,”

he adds.

IF Metall recently accused Tesla of illegally terminating an employment contract. In the Umeå workshop, a worker was dismissed earlier than his contract stipulated, after five months instead of six. According to information provided by the IF Metall union, no valid reason was given by the company to justify the dismissal. Despite negotiations, the union was not able to achieve a favourable outcome for the mechanic.

Convinced that his dismissal was linked to his participation in the strike, the union decided to lodge a complaint with the Labour Court. So far, he is the only striker against Tesla whose contract has been ter-minated.

Tesla’s refusal to comply with the Swedish system

In Malmö, seven mechanics have deserted the workbench since the start of the dispute. Nationwide, more than thirty employees are standing up to the electric vehicle manufacturer. Their demands have not changed and can be summed up in a single sentence: they want a collective agreement to be signed. This would be an agreement between the company and its employees, via the unions, which sets out working and production conditions. But for the moment, Tesla is showing no signs of budging.

Collective agreements are the be-all and end-all of the Swedish system, whose Labour Code is succinct. The government allows companies and industry-level unions a great deal of freedom to negotiate the terms and conditions of employment (wages, contracts, etc.), working conditions (working hours, safety, etc.) and social benefits (pensions, holidays, etc.).

Collective agreements, though not compulsory, structure the balance of power between employers and employees in both the private and public sectors and guarantee a degree of stability and fairness within the economic sector.

In Sweden, almost 90 per cent of the workforce is covered by a collective agreement, across all sectors.

The conflict between Tesla and its employees lies in the American company’s categorical refusal to sign the agreement. From autumn 2022 to summer 2023, IF Metall attempted to negotiate with Tesla to draw up a collective agreement. However, the company’s management refused to sign an agreement “on principle,” adding that labour rights were not a part of “the company’s concept”. Last November, Tesla CEO Elon Musk openly stated that he disagrees with the idea of unions: “I think the unions naturally try to create negativity in a company and create a sort of lords and peasants situation”.

In its strike notice, IF Metall insists that it is simply a question of "creating a situation of order, while avoiding conflict”. The agreement would provide security for both employees and employers: “The agreement guarantees that no one can go on strike to obtain better conditions than those set out in the agreement”.

A broad solidarity movement, across borders

Outside the Malmö workshop, the two strikers are joined by four other workers who take turns at the picket line. They are not Tesla employees but instead work in sales, accounting and the hospital sector. They have taken their half-day off to relieve the mechanics and ensure continuous presence.

The picket line is a reflection of the country. In solidarity with the workshop mechanics, the dockers, lorry drivers and electricians responsible for maintaining car charging stations have started to boycott Tesla. From the musicians’ union to the postal workers’ union, several trades have joined IF Metall’s fight.

“Port workers are still refusing to unload cars chartered by ship,”

explains Johan Järvklo, International Secretary of IF Metall.

“Tesla is now importing its vehicles by truck. In Vetlanda, unionised Hydro employees have refused to produce parts for Tesla”.

Sympathy for the strikers has even spread beyond Sweden’s borders. Last December, Danish transport union 3F Transport announced a blockade of the manufacturer’s cars in ports. This was followed by similar actions by Fellesforbundet in Norway and AKT in Finland.

The list continues to grow. At the beginning of May, Unionen, the union organisation for managers and office workers, lent its support to the strike at Tesla’s workshops. As a result, DEKRA International employees will no longer be inspecting products made by the the company.

“In the US and Germany, the unions are also fighting for a collective agreement,”

explains Johan Järvklo.

“It’s really a global struggle and Sweden is currently at the forefront”.

At Tesla’s only European plant in Grünheide, Germany, IF Metall’s German counterpart IG Metall entered the works council for the first time in the latest internal elections at the beginning of 2024. However, the union failed to achieve an absolute majority of seats and is thus legally unable to negotiate a collective agreement, which it wishes to do on wages, among other issues. IG Metall is actively working to recruit new members to change this situation.

Violations of the right to collective bargaining are becoming increasingly widespread. According to the International Trade Union Confederation’s latest annual Global Rights Index report, such violations have been observed in more than half of European countries in 2023 and in 73 per cent of countries worldwide.

All the more reason for IF Metall to see this strike through to the end.

“This is about workers’ rights and their bargaining power, which is vital,”

adds Mr Järvklo.

“We don’t want the next companies to go down the same road and reject collective agreements too”.

The union has no intention of giving up after eight months of struggle. By way of comparison, in 1995, Swedish employees at Toys “R” Us fought for three months before securing an agreement.

Strikebreakers called in to hamper the movement

Anders Kjellberg is a sociologist at Lund University and a specialist in trade unions. As he sees it, this strike differs from recent social movements in one significant way: Tesla is refusing all real negotiations and is calling in scabs.

“Twenty-three workers from abroad have replaced the strikers,”

explains Mr Kjellberg, who describes the strategy as unprecedented.

“In 1995, Toys ‘R’ Us circumvented the strike by using scabs within the factory. Here, Tesla is importing labour from its workshops in Europe”.

In Kjellberg’s view, this is a problem for the movement, which he believes is becoming less efficient.

Beyond the fact that they are strike-breakers, Janis and his colleague have other doubts about the new recruits in the Malmö workshop.

“To be hired in the workshop now, all you have to do is show a great interest in Tesla,”

they argue.

“Qualifications are not essential”.

A sales manager pulls a car out of the garage for a check-up. It makes a suspicious noise, a rubbing sound from the wheels. Janis approaches the vehicle – he maintains good relations with his colleagues – and quickly notices that the front and rear wheels are inverted.

“It’s inexperience and stress that lead to this kind of thing,”

he says.

According to the strikers, the workshop is currently running slowly with the new recruits. Inside the garage, a banner hangs showing a hedgehog in a yellow waistcoat with the slogan “Tack, det är bra” (‘thanks, that’s fine’ in Swedish), Tesla’s way of letting them know that it’s doing just fine both without them and without conventions.

There is power in a union

The banner symbolises Tesla’s tone deaf attitude to the conflict. However, IF Metall is not prepared to give up and let the multinational win just yet. The Swedish union is in talks with its counterparts IG Metall in Germany and United Auto Workers (UAW) in the United States about a global strategy to continue the fight.

On 13 June, at Tesla’s annual shareholders’ meeting, a group of investors called on the Board of Directors to adopt a policy of respect for freedom of association and collective bargaining within the company.

“This proposal was written in international cooperation with several workers’ unions,”

Johan Järvklo says. However, the proposal was rejected by the shareholders.

For Janis, there is no alternative:

“I’ll stay on strike for months or even years to get this collective agreement. I’m doing it less for myself than for the next generation, to ensure that they have good working conditions”.

It’s time for a shift change at the picket line. Before Janis heads off to get something to eat, he performs his ritual: he drives past the car dealership at a snail’s pace, windows down and speakers turned all the way up, playing There is Power in a Union, the punk rock anthem written by British singer Billy Bragg in 1986.

Photo: Janis Kuzma, currently on strike, is determined to fight until a collective agreement is reached with Tesla, his employer. 10 May 2024, Malmö.

Photo credit: Guillaume Amouret

This article was originally published on Equal Times

Unions demand strong engagement in AngloAmerican restructuring

The meeting emphasized the need to engage in strong social dialogue during the current restructuring throughout AngloAmerican operations, and the uncertainty surrounding a potential takeover bid by BHP or another group. The global network expressed its concerns and opposition as the culture and values of the two organizations are far apart.

In the union-only discussions, union leaders went through updates from their respective countries to build a common agenda for the discussion with AngloAmerican management. Priority issues included freedom of association, the right of collective in good faith, ending precarious working conditions, avoiding complacency on health and safety standards, and ensuring equal pay for the same work.

On the second day there was a global dialogue meeting between unions and the Anglo American management which confirmed that restructuring was taking place to make the company’s business sustainable and that the hostile bid, which Anglo opposes, accelerated the restructuring through “configuring the portfolio, operational excellency, and growth.”

The restructuring, which was announced in May, will see Anglo American spinning off several businesses including De Beers, Anglo American Platinum, and its coking coal business. The company would then retain copper mines in South America and premium iron ore assets. The company says copper is a key mineral for the energy transition. However, it will divest from steelmaking coal, nickel, and diamonds as well as demerge from platinum. The management team also presented on safety performance, leadership framework, voluntary principles on safety and human rights, and gender equality.

Jacques Hugo, UASA chief executive officer, sought clarity from AngoAmerican management whether they “anticipated the hostile takeover during their restructuring planning.”

Phillip Vilakazi, the National Union of Mineworkers deputy president, emphasized on the need for long-term planning and said:

“We want to know if AngloAmerican will be there in the future. This is important for mineworkers’ job security.”

On gender equality, the multinational corporation was urged to continue building workplace policies to end gender-based violence and harassment, provide maternity protection and childcare facilities, and closing the gender pay gap which in countries like Brazil and South Africa also included racial discrimination.

On job losses, South African affiliates, the NUM, and UASA, said they felt sidelined when retrenchment notices were issued at AngloAmerican Platinum where over 4000 jobs will be lost. They stressed that workers welfare should be considered before issuing the notices.

The unions said AngloAmerican must remain committed to the sustainable mining standards that are promoted by the Initiative for Responsible Mining Assurance (IRMA). So far, three Anglo American mining operations have received IRMA certifications for responsible mining. These are Mototolo and Amandelbult in South Africa, and Unki in Zimbabwe.

Health and safety concerns were raised following the death of three mineworkers in Botswana and South Africa due to mine accidents. In Australia, occupational health and safety issues were raised across Anglo American’s open cast and underground operations including on respiratory health, gas management, and vehicle interaction.

“A human rights due diligence approach means that AngloAmerican must cater for the workers’ rights and interests even during this period of transition, and workers must access remedies through complaints mechanisms to protect their rights,”

said Glen Mpufane, IndustriALL director for mining and the lead in health and safety.

IndustriALL and Anglo American had signed a memorandum of understanding to “mutually agree to a mechanism of global dialogue under which issues of mutual interest, including and particularly industrial relations, climate change, industry 4.0 and the future of work will jointly be handled and addressed.”

Stressing the importance of the agreement, Kemal Ozkan, IndustriALL assistant general secretary said:

“The agreement is a platform for dialogue at operations in different countries. Engaging in genuine social dialogue shows IndustriALL’s commitment to have open channels of communication with Anglo American.”

As part of the 2021 agreement, IndustriALL affiliates meet the Anglo American management annually but have agreed to meet more frequently given the current challenges of restructuring and the hostile takeover bid which is not off the table. The other consideration is the possibility of other suitors in this period of the rapid demand for and access to critical transition minerals with the spectre of mergers and acquisitions looming large.

Central American workers face crisis amid Delta Apparel's operations suspension

On 7 June, workers at Delta Apparel's facilities in Honduras were digitally notified that the company could not pay wages or other entitlements and that this would result in an immediate 120-day unpaid suspension. This unexpected news led to protests, with demonstrators demanding that company executives address the situation. The protests were met with a heavy police response, including tear gas and water cannons, and a prolonged occupation of the Free Trade Zone entrance.

In Honduras, urgent negotiations involving IndustriALL affialiate the Federación Independiente de Trabajadores de Honduras (FITH) led to an agreement to pay wages and benefits on 5 July, but despite this agreement workers were left in the dark about the company's next steps. Workers were further distressed to discover that Delta Apparel was auctioning off its assets, preventing workers from pursuing a precautionary seizure to secure their claims.

Delta Apparel has been a significant employer in Honduras for nearly thirty years, with around 2,400 workers at Delta Honduras, Delta Cortes, and Ceiba Textiles. The crisis in the maquila sector, which has seen a wave of factory closures and the loss of 34,000 jobs in 2023 alone, has had devastating effects on workers, local economies, and the social fabric of the country.

The situation is just as dreadful in El Salvador and IndustriALL affiliate the Federación de Asociaciones y Sindicatos Independientes de El Salvador (FEASIES) reported that Delta Apparel sold its Delta Plant Textiles La Paz LLC facility. The company indicated that while the plant would retain its name, it would undergo restructuring resulting in significant job losses. To date, 600 workers have already lost their jobs, and the company has refused to provide information on the new owners or details of the restructuring process.

“The actions of Delta Apparel violates national laws and international labour standards, it contradicts due diligence standards which require companies to engage with stakeholders, provide transparency and mitigate adverse impacts to those who are affected by their activities, like workers and their trade unions. We call on Delta Apparel to urgently meet with IndustriALL and its affiliates to ensure compliance with labour rights and meaningful due diligence processes,”

says IndustriALL general secretary Atle Høie.

Photo: Shutterstock

Chile finally ratifies ILO C176 on mine safety

In a step towards increased health and safety in the mining industry, Chile is now one of 35 countries to have ratified ILO C176. The Convention establishes a legal and inspection framework to promote safety in mines and a dignified working environment. It also gives workers the right to elect independent safety representatives and the right to refuse dangerous work.

According to accident statistics in the extractive mining industry from the Chilean government's National Geology and Mining Service, 13 people died in mining accidents in 2023, and four so far this year. IndustriALL affiliates in Chile, like Constramet-Industrial Chile, have been pushing for ratification of C176 for years and have been actively involved in IndustriALL’s campaign.

“Chile is an important country in the global mining industry as the largest copper-producer. We were expecting Chile's ratification of C176 after the Copiapó mining accident in 2010 when 33 miners were trapped 700 meters underground for 69 days. The Chilean government then made a public committment to ratify C176.
"After 14 years, the commitment has been delivered. It's now time to work on making Chilean mines safer, with the presence and involvement of trade unions,”

said Kemal Özkan, IndustriALL assistant general secretary.

Chile's minister of labour and social security, Jeannette Alejandra Jara Román, presented the ratification instrument to ILO director-general Gilbert Houngbo on 14 June at ILO in Geneva, Switzerland. The Convention will enter into force Chile in twelve months.

"Convention 176 strengthens our mining safety and health standards, which is particularly relevant considering the mining nature of Chile and the essential contribution of that economic sector to the well-being of its population,”

said Jeannette Alejandra Jara Román.

Gilbert Houngbo said:

"Miners often work in some of the most complex and dangerous environments and are exposed to a large number of accidents and occupational diseases. The Convention is tailor-made for such environments, as it provides a modern regulatory approach to dealing with hazardous workplaces such as mines. It requires governments to formulate a coherent policy on safety and health in mines, in consultation with employers' and workers' organisations."

Photo: Copper mine Radomiro Tomic, Región II de Antofagasta, Chile. Flickr.

IndustriALL affiliates address organizing challenges in wind energy

The main objectives of the conference, organized by IndustriALL and Austrian affiliate PRO-GE, were to discuss the latest trends in the wind power sector and strategies to organize the workforce. Participants, both in-person and online, highlighted the situation of the renewable energy sector, particularly wind power, in their respective countries.

As countries strive towards achieving net-zero commitments, wind power is a sector that is expected to grow and attract significant government attention, including government-provided subsidies. However, the wind power sector presents both opportunities for organizing workers, as well as enormous challenges as companies in the sector continue to operate against unions.

Said Atle Høie, IndustriALL general secretary:

“There are a few big European companies that dominate in the wind power sector, and we see that these companies are not following the tradition of social dialogue. We have a huge task ahead of us in terms of organizing workers in this sector. IndustriALL has developed an organizing strategy, and we will use it to organize and democratize this sector.”

Christina Olivier, IndustriALL’assistant general secretary, presented the organizing campaign strategy approved in IndustriALL’s executive committee meeting in May. She stressed the need for robust union organizing to counterbalance the influence of multinational companies, their supply chains, and to protect the rights of workers.

“Organizing in wind power will take a cross-sectoral approach. In this conference, we have affiliates from material, base metal, energy and mechanical engineering sectors. As we develop our organizing strategy, it’s important that we involve our members, use international standards and institutions that can help in our organizing drive, and identify potential allies that can amplify our voice.”

Union representatives shared organizing strategies; the United Steel Worker’ discussed community-based organizing in the face of union busting at New Flyer, an American bus manufacturing company. In the collective bargaining negotiations in Austria’s metal industry last autumn, PRO-GE was forced to take industrial action after management refused to increase wages taking into consideration the current inflation. In the end, the union won a ten per cent wage increase, and PRO-GE also used the opportunity to organize more workers in the industry.

The big wind turbine manufacturers like Vestas, Siemens Gamesa and GE, have an anti-union approach and working conditions in this largely non-unionized sector require immediate attention. In this organizing drive, IndustriALL could target service providers, asset owners, component suppliers and turbine suppliers. Across these different categories, there are opportunities to organize workers along the entire supply chain in different parts of the world.

IndustriALL’s director for organizing and campaign, Walton Pantland, outlined different campaign strategies for the wind power sector that affiliates in different countries could pursue, like starting with project developers and work through the supply chain to the shopfloor.

Sadie Saunders from the International Federation of Transport Workers (ITF) shared their engagement with wind power project developers during their work with seafarers involved in building offshore wind farms. Participants indicated that an organizing campaign in the wind energy sector must be connected to Just Transition debates as multinational companies in the sector are benefitting from governments’ transformation-focused incentives while not providing decent jobs to workers.

Training of union cadre and solidarity between unions in the global North and global South are also fundamental to this organizing campaign, as is the gender transformative approach given the disproportionate representation of women workers in this sector. Participants also raised issues which require further discussion, like rising energy prices and energy as a public good.

Reinhold Binder, PRO-GE president and IndustriALL mechanical engineering co-chair, said in his closing remarks:

“We need to know which sectors and technologies are going to thrive in future and make sure that our union members are prepared for it. We need trainings of workers particularly more women workers. We need to sign good agreements and use all our leverage to make sure workers’ rights are protected in these sectors, especially the wind power sector.”

Following the conference, IndustriALL will continue to focus on strategic research in the sector, elaborating on opportunities and challenges, as well as further discussions with affiliates on different strategies to organize. A detailed report on strategic organizing campaign in the wind power sector will be submitted at the upcoming executive committee meeting of IndustriALL in November.

Global effort to uphold and advance LGBTI rights needed

Professor Graeme Reid, UN independent expert on sexual orientation and gender identity (SOGI), presented his new report which shows alarming trends of state-enforced laws across the world that not only suppress LGBTI expressions but also instigate violence and discrimination.

"States in all regions have intensified efforts to enforce restrictive laws, leading to a chilling climate of fear and self-censorship among LGBTI individuals."

Professor Reid highlighted the dual harm these laws cause by violating human rights and fostering a hostile environment that often precedes violence.

Clément Nyaletsossi Voule, UN special rapporteur on the rights to freedom of peaceful assembly and of association underscored that these freedoms are the bedrock of democracy, highlighting the detrimental effects of marginalisation and the alarming trend of using LGBTI issues as pretexts for restricting the rights of minority groups.

"You cannot build peaceful societies if all its members, including minorities, are not allowed to benefit from these rights,"

Volue concluded.

Powerful testimonies from LGBTI trade unionist and civil society leaders provided regional insights and shared personal experiences that underscored the global urgency of the issue.

From Bermuda, Linda Bogle-Mienzer from Public Services International (PSI) expressed the fear and legal challenges faced by the LGBTI community.

"We live in a society organising to roll back basic human rights,"

she stated, calling for a unified trade union response.

Laya B. Ferrer, education and information officer at the Associated Labor Unions (ALU-TUCP) in the Philippines, an IndustriALL Global Union affiliate, addressed workplace discrimination, noting that

"LGBTI workers often face verbal and physical harassment which affects their mental health and job performance."

Ferrer’s comments highlighted the lack of comprehensive national laws protecting LGBTI workers, highlighting the critical role of trade unions in advocating for such protections.

Janina Henkes, senior policy advisor for women, equality and gender at the German Education Union (GEW), an Education International (EI) affiliate, discussed the legislative progress and backlash in Germany.

"The Self Determination Act for gender identity, coming into effect this November, marks a significant step towards inclusivity, yet we face heavy opposition from far-right movements."

Keturah Johnson, International Vice President of the Association of Flight Attendants-CWA (AFA-CWA) in the USA, affiliated to the International Transports Federation (ITF), shared sector-specific challenges and the union’s efforts to combat discrimination.

"Our union has long fought against discrimination based on gender identity and expression, and we continue to push for respect and safe work environments for all our members,"

Johnson remarked, pointing out the importance of respect, inclusivity, and safe working environments.

Brazil’s Rafael Mesquita, President of the Ceará Journalists' Union (Sindjorce) and director of the National Federation of Journalists (FENAJ), affiliated to the International Federation of Journalists (IFJ), discussed the role of journalism and the media in advancing LGBTI rights.

"In Brazil, despite legislative stagnation, we have made strides in integrating LGBTI protections into collective agreements."

Marvellous Tawomhera National Young Workers Chairperson for the IUF affiliate, the Zimbabwe Catering and Hotel Workers Union (CHWU), highlighted the contrast between legal progress and societal resistance in Africa.

"While some countries like South Africa have embraced equality, others continue to impose severe penalties on the LGBTI community."

Guillermo Ricalde from ILGA World, discussed the significant role trade unions play in advocating for LGBTI rights, noting their historical and ongoing contributions to enhancing visibility and protection for LGBTI workers.

"Our collaboration with trade unions has been instrumental in advancing LGBTI rights, despite facing substantial barriers from legal restrictions and employer practices that hinder union activities,"

Ricaldo highlighted. He stressed the importance of legal recognition and registration for LGBTI organisations to operate effectively and represent their members.

Sue Longley, IUF general secretary and the moderator of the event, emphasised the collective challenge and responsibility to combat discrimination not just within the labour movement but across societies.

"Today’s discussions reinforce our commitment to defending freedom of association for all communities."

The webinar highlighted the interconnectedness of various forms of rights, as well as painting a picture of a concerted global effort to uphold and advance the rights of the LGBTI community amidst rising authoritarian and conservative tides. The discussions made it clear that the fight for LGBTI rights is linked to broader human rights agendas, including the fight against authoritarianism, the protection of freedom of association and expression, and the battle for gender equality.

Lesotho: enhancing safety and inclusiveness at work

The project was launched by the International Labour Organization (ILO) on 20 June in Maseru and is supported by the governments of Lesotho, the United States of America, the ILO, and trade unions. Unions, including IndustriALL’s affiliate, the Independent Democratic Union of Lesotho (IDUL), labour support organizations, non-governmental organizations, the ministry of labour, the Solidarity Centre, and the United States’ embassy officials participated at the launch.

The project will support the implementation of the ILO Convention 190 to end GBVH in the world of work which Lesotho ratified in 2023. At industry level, the project will enhance the Lesotho agreement to curb gender-based violence and sexual exploitation in the textile and garment sector, which was reached by unions, non-governmental organizations, and Nien Hsing Textile Company in 2019. IDUL is a signatory and sits on the oversight committee on the implementation of the agreement.

“We hope the ILO project will build on the successes of the Lesotho Agreement which has served workers interests by reducing incidents of gender-based violence and sexual harassment at Nien Hsing factories. But we want the agreement to be extended to other factories and sectors as well,”

said May Rathakane, IDUL general secretary.

The multilateral partnership for organizing, worker empowerment and rights (M-POWER), which is co-chaired by the US government and the ITUC supports the project. The M-POWER steering committee includes the governments of Argentina, Canada, and Spain, the International Domestic Workers Federation, the Congress of South African Trade Unions (COSATU), and the AFL-CIO. Other partners include the South African government, the Business and Human Rights Resource Centre, Solidarity Centre, and the Workers’ Rights Consortium.

Rob Wayss, M-POWER executive director said:

“The launch of the ILO project provides a good follow up to the M-POWER summit held in July 2023 in Maseru. M-POWER was able to discuss with unions the impact and effectiveness of the Lesotho Agreement and how it has led to remedy several cases of violations and to improve the working environment at the covered factories. This led to progress in addressing GBVH violations in the factories.”

“GBVH continues to be prevalent in garment factories in Sub-Saharan Africa. We welcome this project because GBVH is also a safety issue for women workers who dominate the garment industry in Lesotho, and must be stopped,”

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

Iran: oil and gas workers striking for better conditions

IndustriALL’s Iranian affiliate the Union of Metalworkers and Mechanics (UMMI) supports the 14:14 campaign calling for oil and gas sector companies to improve working conditions that are comparable with better working conditions in state-owned and regulated companies. The campaign advocates for implementing a rotational schedule of 14 days working on site and 14 days paid off. Right now outsourced workers operate in extreme heat and often unsanitary conditions with a schedule of 20 days of work followed by 10 days of paid holiday.

On the first day of the strike more than 3,000 workers joined. As of the morning of 26 June field reports showed that 21,000 project workers from 92 companies operating within the oil, gas, and petrochemical industries joined the strike. It is expected that thousands more will join in the upcoming days.

In addition, the striking workers are also demanding improvements in living conditions, enhanced cleanliness and sanitation in dormitories, better food quality in canteens, improved transportation services to and from the site, and the installation of effective air conditioning and ventilation where temperatures exceed 50 degrees celsius in some regions.

In 2021, a strike by 110,000 project workers in the same sector continued until workers’ demands were met, which resulted in an improvement on the previous 24:6 working pattern to the current 20:10 pattern, improved living conditions, as well as an agreement by employers to pay into the social security system for outsourced workers.

In a letter to the union expressing solidarity, IndustriALL general secretary, Atle Høie, said:

“You are not alone, sisters and brothers, your voice is strongly heard throughout the world. IndustriALL Global Union stands in solidarity with your struggle and just demands.”

Union input needed on labour standards

There is an increasing understanding of companies’ and organizations' responsibilities when it comes to workers’ and human rights, and protection of workers’ rights plays a key role in contributing to social justice and sustainable development.

The GRI draft standards seek data on employment practices, working time, remuneration, and management of major workplace change. The development of labor-related standards will enable organizations to publicly disclose their most significant impacts on workers and how they are managing those impacts.

There is a public comment period until 4 October, allowing stakeholders from around the world to contribute their views on the proposed standards. IndustriALL general secretary Atle Høie encourages affiliated unions to provide input to make sure the result is standards that genuinely protect workers' rights and promote fair labour practices.

“Significant union input is needed in the development of these standards as it is expected that various businesses will resist the revisions. We call on all of our affiliates to engage and share their perspectives before the deadline in October to ensure that our rights upheld,"

says IndustriALL general secretary Atle Høie.

The GRI (Global Reporting Initiative) is an independent, international organization that through its guidelines helps businesses and other organizations communicate their impacts on issues like climate change, human rights and corruption. Former IndustriALL general secretary Jyrki Raina is on the board.

Another explosion at Indonesian nickel plant injures workers

The first explosion in December 2023 killed 21 workers. According to Indonesia’s National Industrial Workers Union Federation (SPN), the explosion on 13 June happened when two workers were using cutting tools to repair a liquid outlet from a melting furnace.

The union condemns the accident. Iwan Kusmawan, IndustriALL Indonesia Council and SPN chairperson, says:

"We demand a thorough investigation of the second explosion and the payment of medical treatment for the two workers. IMIP must immediately improve health and safety practices to prevent further accidents. The Indonesian Law No. 1 Year 1970 must be revised to strengthen safety inspection provisions."

On 23 June, the union held a candle light vigil in solidarity with the victims.

In April, IndustriALL sent an international delegation to visit the victims’ families, as well as members of the mining union. A commemoration was held in conjunction with International Workers' Memorial Day to honour the workers who had been killed and injured at the company.

Says Kan Matsuzaki, IndustriALL assistant general secretary:

"The nickel industry in Indonesia is rapidly expanding, yet occupational safety and health (OSH) standards have been woefully neglected in numerous workplaces. The government and employers should urgently work together with unions to set up joint OSH committee, improve labour inspection system, and implement fundamental workers’ rights fully on the ground.”

Tsingshan is a multinational company headquartered in Wenzhou, Zhejiang, China. The company manufactures stainless steel products including pipes and tubes used in oil and gas, petrochemical and ship building industries.

Photo credit: SPN