Trade unions strategize pathways for human rights due diligence in Africa

The 60 participants from 24 countries included delegates from the Central Organization of Trade Unions – Kenya (COTU-K), Friedrich Ebert Stiftung (FES) Kenya, IG Metall, IG BCE, Initiative for Responsible Mining Assurance (IRMA), Trade Union Advisory Committee (TUAC) to the Organization for Economic Cooperation and Development (OECD), the Southern Africa Resource Watch, and the Zimbabwe Environmental Law Association. Trade union support organizations represented were ACV-CSC Belgium, 3F, the International Lawyers Assisting Workers, SASK, the Swedish Workplace Programme, and Union to Union.

The conference deliberated on multi-layered issues regarding human rights due diligence and critical minerals supply chains in the global south. The findings of a research paper on the Just Transition in the Democratic Republic of the Congo, South Africa, Zambia, and Zimbabwe by Tom MacNamara, La Trobe University, Australia which was commissioned by the SSA regional office, was also a focal point.

Participants indicated that Chinese companies are violating labour laws in several African countries like the DRC, Ghana, Uganda, Zambia, and Zimbabwe. In response to the concerns, a presentation from TUAC said that one of the ways to ensure that Chinese multinational companies comply with human rights due diligence is to use the OECD guidelines because China participates in OECD activities as an observer.

The presentation on IRMA emphasized that the standard requires mine sites to adopt a comprehensive approach to identify, assess, account for, and address potential human rights impacts associated with their operations.

The conference also discussed how the German Supply Chain Due Diligence Act will positively influence the enactment of binding human rights due diligence laws in Africa. For example, Kenya, Uganda, and Nigeria have already developed national action plans on human rights due diligence. Discussions on gender dimensions of human rights due diligence included ending discrimination, violence, and harassment in the world of work.

This conference was part of IndustriALL Sub-Saharan Africa’s weeklong meetings which began with a regional youth meeting on 16 October, a women’s meeting on 17 October, and a regional executive meeting on 18 October which focused on Just Transition and critical transition minerals.

Speaking at the regional executive meeting, Francis Atwoli, COTU-K secretary general said,

“trade unions must be vigilant and militant in defending workers’ rights and interests.”

Rose Omamo, IndustriALL vice president, and secretary general of the Amalgamated Union of Kenya Metal Workers said:

“At the African Business and Human Rights Forum in Ethiopia, in September, IndustriALL SSA made demands for the inclusion of trade unions in the African Union processes through social dialogue, and for labour clauses to be integrated especially in the draft policy on business and human rights and the African Continental Free Trade Agreement protocols. We hope the AU will respond favourably to these demands.”

IndustriALL assistant general secretary Kemal Özkan said:

“As trade unions we cannot outsource our struggle for demanding the respect for workers’ rights and living wages to others, but must continue fighting the employers and governments to respect these rights. Unions must continue to demand binding legal instruments to protect workers from rights violations by multinational corporations and support campaigns for a binding UN treaty on business and human rights.”

UAW reaches tentative agreement with all of the Big Three

On day 40 of the Stand Up Strike, the first tentative agreement with Ford was reached. Three days later, UAW reached a tentative agreement with Stellantis, and today an agreement was reached with the last of the Big Three, GM.

Says UAW president Shawn Fain:

“For months we’ve said that record profits mean record contracts. And our Stand Up Strike has delivered. we have achieved what just weeks ago we were told was impossible.
"At Stellantis in particular, we have not only secured a record contract, we have begun to turn the tide in the war on the American working class.”

Under the agreement, workers at Ford will get a 25 per cent general wage increase, plus cost of living raises that will put the pay increase to above US$40 per hour for top-scale assembly plant workers by the end of the contract.

The agreements with Stellantis and GM follow that with Ford, where wages for most workers will rise by 25 per cent over the next four-and-a-half-years.

IndustriALL general secretary Atle Høie says:

“IndustriALL congratulates UAW on this victory. This is an important day, not only for you, but for all other industry workers in the US and the rest of the world. Your courage, determination and tenacity have paid off.
"We stand firmly behind you in your successful fight for a fair standard of living and wage increases that mirror the record profits of the auto makers.”

The tentative agreements will be put to union members for approval before coming into force.

Workers discuss responses to challenges in semiconductor industry

Discussions focused on developments in the industry, with the market size promising to reach a record US$1.9 trillion in ten years. The semiconductor shortage during the Covid pandemic exposed vulnerabilities in the supply chain.

The US-China trade war has led to limitations on high-end chip sales and export restrictions on vital chip manufacturing metals, threatening with new supply chain disruptions. The semiconductor industry, despite aiding carbon reduction, at production stage significantly contributes to CO2 and other greenhouse gas emissions. The chips production requires copious water and energy use. There is a lack of designers while the demand for high-end semiconductors keeps growing.

Aurora Rossi, policy adviser at industriAll Europe, presented on Europe's semiconductor industry, its critical role in various sectors, and the challenges it faces. The European Chips Act was introduced to increase Europe's market share from 9 to at least 20 per cent by addressing fragmented supply chains and supply disruptions.

Jeroen Merk, from the Good Electronics Network, described the industry's rapid growth and concentration of capital among a few companies. Issues like labour shortages, occupational health and safety, and resistance to unionization were also part of his presentation. The geopolitical context and the industry's struggle to secure the semiconductor supply chain were also highlighted.

Using the example of France and Spain, participants discussed health and safety systems in the chips industry, emphasizing the importance of protecting workers from toxic products and risks. There is a need for stronger standards in the north, which could also help to improve the situation for workers in the global south.

Based on the example from South Korea, the importance of recognizing and addressing occupational diseases in the semiconductor and electronics industry, including government recognition and a compensation system for affected workers, was highlighted. The difficulty of proving workplace-related health issues and the need for increased awareness and research remain problematic.

Challenges and efforts related to organizing semiconductor companies in Malaysia, along with discussions about upcoming labour law reform and the impact of the European Chips Act and the US CHIPS and Science Act on the industry were further subject of discussions at the meeting.

Participants want to continue to debate organizing drives, health and safety, as well as supporting workers in the electronics industry. The meeting emphasized the importance of sharing information and working together for a brighter future for semiconductor workers.

Alexander Ivanou, IndustriALL ICT, electrical and electronics director, said:

"This network is evolving; improved knowledge of company locations and union presence is essential as new jobs are being created in the semiconductor industry. IndustriALL will continue to support affiliates in organizing; as unions, we can offer workers our considerable experience and knowledge to ensure their health and safety and to protect their human and labour rights.”

Mining unions prioritize building power along critical minerals supply chains

Bringing together trade union representatives from around 30 countries, the last meeting reached a common understanding that the mining of critical transition minerals (CTM) and critical raw materials (CRM), including cobalt, copper, lithium, nickel, and rare earth elements used in clean energy technologies for the manufacturing of batteries, identifies responsibility for trade unions to organize the workers in the newly emerged sectors along the supply chains.

As there is increasing demand for the materials for the energy transition, more investments are being done with more employment. In the meantime, in another segment of the mining industry, the coal industry is in the process of phase-out/down with millions of jobs expected to be lost by 2050, according to different sources.

Participants stressed that these changes have had implications on workers’ and unions’ demand for a Just Transition for workers in the process to renewable energy. Unions want a Just Transition with the decent work concept of the International Labour Organization around job creation, fundamental rights at work, social protection, and social dialogue with a strong gender dimension, particularly around the ILO Convention 190 to end violence and harassment in the world of work.

On health and safety, over 200 workers continue to die per annum in mine accidents in Pakistan which is one of the countries that have not ratified ILO Convention 176 on safety and health in the mines. IndustriALL’s campaign, together with its affiliates, actively continues.

Environmental, social and governance (ESG) performances of the mining companies, according to the participants, must include the protection of community interests over a sustainable development approach. Human rights due diligence, as defined in the UN Guiding Principles on business and human rights, was also highlighted as important to CTM/CRM in securing fundamental workers’ rights, particularly freedom of association and the right to collective bargaining.

Furthermore, the global meetings discussed the convergence and interconnectedness of different industrial sectors through CTM/CRM value chains. Participants reported these convergences provide opportunities for the mining sector, particularly increasing union density. But there are possible risks for trade unions that come from job losses and violations of workers’ rights. Cases of violations by BHP, Cerrejon, Glencore, Prodeco, Rio Tinto, Vale, and Chinese multinational companies in Bolivia, Brazil, Colombia, the Democratic Republic of the Congo (DRC), and Madagascar were cited.

The critical minerals agreement on battery manufacturing between the DRC and Zambia was mentioned as an example of where unions from the two countries could cooperate in organizing mineworkers. A study on transition minerals in the DRC, South Africa, Zambia, and Zimbabwe, identified the job creation potential in CTM/CRM.

The women in mining meeting on 24 October concluded that women in mining were underrepresented, poorly paid, faced discrimination, and were less likely to receive on the job training. There is a gender pay gap. The meeting recommended better working conditions, decent and quality jobs for women miners, an end to rampant sexual harassment, and the ratification and integration of ILO Convention 190 into national labour laws and workplace policies.

The coal mining unions global network meeting on 25 October whose theme was – climate change and the future of coal – urged coalminers through their trade unions to demand social dialogue and multistakeholder consultations to protect their interests during discussions to close coal mines. Additionally, climate financing by the World Bank and other international financial institutions must include social dialogue. The meeting heard about the preparations for COP28 and how unions will push for a Just Transition that protected labour interests.

Ben Davis from United Steelworkers of North America reported that laws were sometimes ineffective in addressing health and safety violations, wage discrimination, and subcontracting issues in CRM mining globally. However, in reference to the US, he said labour clauses in trade agreements were an effective tool. For example, the “rapid response labour mechanism” in the United States-Mexico-Canada Agreement enabled workers to file complaints leading to potential trade sanctions when freedom of association and collective bargaining were violated. The mechanism also led to improved wages and working conditions.

“Affiliates in the mining sector need a CTM/CRM action plan with organizing and campaign strategies. This plan must include human rights due diligence and the promotion of social and environmental justice. Inclusive of women and young workers, the plan must be a strategy to build union power along the supply chain,”

said Lucineide Varjao Soares, IndustriALL sector co-chair.

Dominic Lemieux, also sector co-chair emphasized:

“IndustriALL must review strategies and support members and communities on decarbonization challenges. Mining companies must include workers and communities in their decarbonization plans through social dialogue.”

Glen Mpufane, IndustriALL director for mining said:

“Focusing on national mining policy is important as CRM access is a major battlefield in the Global South. The challenge is how to achieve technology transfer and value addition in the supply chain for mineral processing as key to maximising benefits from mining for the developing countries. In Europe, there is need for a coordinated response to EU-level policies that include the Battery Alliance, EIT Raw Material Alliance, and EU level campaigning. Standard setting and labour-specific guidelines across the supply chain that links consumption to production are key demands for unions.”

Worker shot dead by police as minimum wage protests intensify in Bangladesh

Protests have intensified across Dhaka since the fourth meeting of the wage board on 22 October, where garment factory owners’ proposed to increase the minimum wage to BDT10,400 (US$94). Given the rising of cost of living, garment owners’ proposition of wage increment is insufficient to meet the daily needs.

Rasel Howlader, worked at the Design Express garment factory in Gazipur, was shot dead while Amirul Islam, a worker at Columbia Garments, was injured in police shooting earlier today. Both Design Express and Columbia Garments are unionized factory and the unions are affiliated to IndustriALL’s affiliate, SGSF.

Over the last few days, three organizers, Masud Rana of BGTLWF, Mossarrof Hossain of BMCGTWF and Jewel Miya of BIGUF, have been arrested. Police have filed cases against several other organizers and workers, alleging vandalism and assault.

The brutal police action against workers in Bangladesh coincides with the ILO Governing Body meeting in Geneva, which will examine the latest progress report submitted by the government of Bangladesh on the implementation of the ILO Roadmap. One of the priority areas of the Roadmap for which government needs to show it has taken measures is anti-union discrimination and violence against workers.

Apoorva Kaiwar, south Asia regional secretary of IndustriALL, says:

“It is horrific that the legitimate demands for higher minimum wages activists are met with police violence. The government’s report on the implementation of the ILO Roadmap, particularly on dealing with anti-union discrimination and violence against workers, does not reflect reality. IndustriALL calls on the government of Bangladesh to ensure that police does not use force against protesting workers. IndustriALL also calls on the government to increase the minimum wage for garment workers to BDT23,000.”

Garment unions in Bangladesh, including IndustriALL affiliates, have been demanding an increase in the minimum wage from BDT8,000 (US$75) to BDT23,000 (US$215) since the beginning of the year. The government had last reviewed the minimum wage in 2018, when it was fixed at BDT8,000 (US$75) for an entry-level garment worker.

IndustriALL’s Asia Pacific Executive Committee has issued a statement, strongly condemning the brutal attack by Dhaka Police on workers, protesting the low minimum wage and calling on the government to ensure the right to democratic protest, and to increase the long overdue minimum wage.

Photo: On 22 October, more than 65 garment workers’ federations, under the umbrella of the Garment Workers Alliance, marched from the National Press Club to the office of the minimum wage board, rejecting garment factory owners’ proposal to increase the minimum wage from BDT8,000 (US$72) to BDT10,400 (US$94).
IndustriALL Bangladesh Council is part of the Garment Workers Alliance, and are demanding that the minimum wage should be BDT 23000 (US$207).

IndustriALL Global Union statement on implementation of the ILO Roadmap in Bangladesh

Following the complaint, the ILO Governing Body requested the GoB to develop, in consultation with the social partners and with support from the ILO Office, a time-bound roadmap of actions with concrete outcomes to address the issues outlined in the complaint. The GoB submitted a roadmap in May 2021 around four priority areas, namely: (i) labour law reforms, (ii) trade union registration, (iii) labour inspection and enforcement, (iv) addressing acts of anti-union discrimination/unfair labour practices and violence against workers.

On 12 October, 2023, the GoB submitted the latest progress report on the ILO Roadmap's implementation to the Governing Body. The submission comes ahead of the ILO GB meeting, which is scheduled to begin on 30 October, and includes Bangladesh on the agenda.

The latest report notes the proposed draft amendments to the Bangladesh Labour Act have been finalised. A National Tripartite Consultative Council (NTCC) had been constituted under the Roadmap to finalise the draft amendments. IndustriALL Bangladesh Council (IBC) has a seat in the NTCC.

IndustriALL’s affiliates inform that the amendments proposed by them have not been taken into consideration before submitting the proposed amendments to the Cabinet for approval.

Affiliates have proposed the removal of the clause wherein workers who voluntarily resign without giving notice, are paid severance benefit after deducting two months’ wages. Affiliates also proposed that workers who worked for less than five years be entitled to resignation benefits, and that termination benefit must be payable if workers are not interested in joining work at the new location when a factory is relocated, include an independent expert/outsider in the disciplinary investigation matters, and maternity benefits be paid in line with what is provided to government employees.
Regarding trade union registration, the report highlights the simplification of the registration process through digitization.

However, affiliates report that the registration process cannot be completed online alone and that the hard copies of the supporting documents need to submitted at the office of the Department of Labour (DoL) within three days of the online application being completed. The process of physically visiting the DoL office to turn in the paperwork is not mentioned in the GoB report. Furthermore, affiliates report that they have not been adequately trained in the online registration process despite claims to the contrary mentioned in the GoB report.

Only one training has been held so far, in January 2023. IBC members who took part in the training programme shared that the Standard Operating Procedures on trade union registration, developed with the assistance from ILO, were discussed but there was no specific discussion on how to put them in practice. Since then, no further awareness-raising activities have taken place. While the report notes that pre-application service desks are open to assist with the registration procedure, in practise these desks are non-operational.

In 2023, a total of 20 proposed unions supported by IndustriALL’s Bangladesh affiliates, filed for registration, out of which only two applications were approved. Two others which were filed in 2022 were also approved in 2023. Fifteen applications are still pending, but the 55-day window in which they need to be processed has long since passed. The reason cited by the DoL for rejecting the application is the usual one that there is less than 20 per cent of workforce mentioned as the proposed membership, even though that is incorrect.

Regarding the labour inspection and enforcement priority area, the report mentions the online database which was created to track the complaints filed. Affiliates inform us that the online database is poorly maintained. Often the complaints which are filed in person directly with the Department for Inspection of Factories and Establishments (DIFE) office do not get uploaded on the database thereby making it impossible to track the progress of the complaint resolution process online.

The report also mentions the inauguration of the BEPZA (Bangladesh Export Processing Zone Authority) helpline on 28 March 2023, to strengthen the grievance redressal mechanisms for workers employed in the Export Processing Zones (EPZ). According to IndustriALL’s affiliates, EPZ workers are unaware of the helpline. It appears that the government has made no efforts to raise awareness regarding this.

With regard to addressing acts of anti-union discrimination/ unfair labour practices and violence against workers , the report highlights regular dissemination of information on labour rights to workers by DoL officials during trade unions’ general meetings. However, affiliates shared that DoL officials come only on days when the factory based unions have elections.

The report also highlights rapid investigation of alleged cases of violence and harassment by the police against workers. However, the case filed by the industrial police against sixteen members of one of IndustriALL’s affiliate in the context of organising in a factory, has been pending since June 2020, and the report does not mention this. Recently, organisers of IndustriALL’s affiliates were killed for protesting violations of workers’ rights.

The online database of the cases/complaints on unfair labour practices and anti-union discrimination is poorly maintained. The database is not updated and does not reflect the full record of the proceedings as mentioned in the report.

It is clear that the bi-annual reports of the GoB on the implementation of the roadmap are not based on facts. IndustriALL calls on the GoB to engage in good faith discussions with unions and implement the Roadmap in a serious spirit.

Photo: ILO Flickr

Towards a sustainable TCLF industry in Bosnia & Herzegovina

This week, industriAll European Trade Union and IndustriALL Global Union led an ILO project workshop focused on the textile, clothing, leather, and footwear (TCLF) sector in Bosnia & Herzegovina. Social partners met with the ILO, EU External Action Service, and government representatives to take stock of the current issues facing the sector, and to discuss the potential impacts of the EU’s Sustainable Textiles Strategy and the EU Corporate Sustainability Due Diligence Directive, and the role of social partners in preparing for the changes.

IndustriAll Europe and IndustriALL Global Union were asked by the ILO – as part of their EU-funded project EU4BusinessRecovery – to co-ordinate a social partners’ workshop to help identify how social partners can work together to overcome both current and future challenges facing the sector. The TCLF industries in BiH employ over 33,000 workers, and as an EU candidate country and a major exporter to the European markets, the sector will be deeply impacted by the European Union’s goals to transform the textile ecosystem to be sustainable, circular, and competitive in the global perspective.

The social partners discussed the challenges of the green and digital transitions, including moving to renewable energy, access to sustainable raw materials, attracting, educating/training, and retaining skilled workers, and the importance of decent wages, good working conditions and sectoral collective bargaining agreements. These issues were raised with representatives from the Ministry of Energy, Mining and Industry of the Federation of BiH, the Ministry of Economy and Entrepreneurship of the Republic of Srpska,and employers and trade unions, stressing the need for real support from policy makers for the sector and its workers.

Judith Kirton-Darling, joint acting general secretary of industriAll Europe, said:

“The EU Sustainable Textiles Strategy will have major impacts for the TCLF sector and workers in BiH. Strong social partners and quality social dialogue will be key in ensuring that the green and digital transitions of the sector are a success, and we will continue to support our affiliates in Bosnia and Herzegovina to ensure that the transitions are fair and just, with no worker left behind.

The move to a more sustainable textiles ecosystem in BiH will be an opportunity, as well as a challenge, and we call on policy makers to support the social partners in transforming the sector to a more sustainable sector, with good quality jobs at its centre.’’

The importance of decent wages and moving away from a race to the bottom on low-cost production was identified as a major problem for social partners. Issues related to working conditions and overtime were also raised by trade unions as reasons why people do not want to work in the sector. New legislation, including the EU Directive on adequate minimum wages and legislation on due diligence, along with the current German legislation, and the forthcoming EU Directive on Corporate Sustainability Due Diligence, were all discussed. Social partners were encouraged to work together to ensure that they are ready for these changes which will impact BiH, both as a supplier to the EU and as a candidate country.

IndustriALL general secretary Atle Høie said:

“The TCLF industry in Bosnia and Herzegovina plays a significant role in the economy in terms of employment and foreign trade. It is also important for inter-industry linkages, particularly with the automotive industry.
Despite the country’s complex institutional set up, there are opportunities for growth and sustainable development. But to be sustainable, the TCLF industry must provide fair wages, safe working conditions and ensure respect for workers’ rights. Due diligence instruments, particularly the German Supply Chain Due Diligence Act and the forthcoming EU Directive on Corporate Sustainability, are relevant to Bosnia and Herzegovina, as there are many European companies sourcing from that country.
Due diligence should be a main item of social dialogue at all levels.
Together with industriAll European Trade Union, we will continue to support our affiliates in their fight to negotiate good collective agreements and achieve decent working conditions in this industry, which is important for the future of the country.”

The need to attract young people and upskill and retain workers was the focus of the second day, with vocational education providers sharing their experience and work in this area, including via EU-funded projects. Participants agreed that there is a need for a more consistent package of regulations related to vocational education in Bosnia & Herzegovina to ensure employability of workers and attractivity of the TCLF sector.

The need for specific training, focused on new skills; short and concise training programmes; the recognition of official and non-official training; and the need for financial support for SMEs to provide training, were all highlighted.

A number of best practice examples were shared as a source of inspiration as to how TCLF companies can make improvements when working with trade unions and workers’ representatives.

Trade union representatives from the TCLF trade unions of the Republic of Srpska and the Federation of Bosnia and Herzegovina called on employers to work with them following the workshop to improve social dialogue and to engage in joint advocacy work towards policy makers.

IndustriAll Europe, IndustriALL Global Union and the ILO have all confirmed their continuing support of the social partners to work towards ensuring a sustainable future for the TCLF industries and their workers.

Violation of trade union rights in Kyrgyzstan

According to the IndustriALL affiliates, the documents were seized as part of a criminal case against the Federation of Trade Unions of Kyrgyzstan. And anyone opposing would also be the subject of a criminal case.

There are concerns that the seized files will be tampered with, which could lead to criminal charges of “financial theft of union money.”

Unions in Kyrgyzstan believe the attacks are part of a scheme to remove union property. In an attempt to address this and to separate it from interference with freedom of association, unions are prepared to comply and to transfer trade union property such as sanatorium and resort places to the state, as it will be one less reason for authorities to interfere in union affairs. If, after this, the pressure on unions continues, it will be within the competence of the ILO and the global unions as violations of ILO Convention 87.

In 2021, MMTUK filed a case (ILO Complaint #3386) with the ILO Committee on Freedom of Association, exposing the systematic violations of trade union rights in the country, particularly the violation on freedom of association and the harassment of trade union leaders. But fundamental workers’ rights continue to be challenged in Kyrgyzstan.

In a letter to the ILO Director General, IndustriALL general secretary Atle Høie is asking for an urgent intervention to prevent the liquidation of independent unions in Kyrgyzstan, given the extraordinary situation in the field of trade union rights and government interference in union affairs.

“The government of Kyrgyzstan needs to uphold its commitments and fully respect trade union and workers’ rights,” says Atle Høie. “Free, independent unions are cornerstones of a functioning society and as global unions we will voice our opposition and use our leverage to defend fundamental workers’ rights,”

says Atle Høie.

Photo credit: Flickr, Naika Lieva

Solidarity is key for Heidelberg Materials union network

On 13-14 October, cement workers’ voices echoed through the corridors of the training centre of German construction union IG BAU in in Steinbach, demanding a Just Transition, fair treatment and genuine social dialogue with Heidelberg Materials. The 20 activists from unions affiliated to IndustriALL Global Union, Building and Wood Workers' International, and the European Federation of Building and Woodworkers, make up the Heidelberg materials global union network. The meeting was held with support of Fredrich Ebert Foundation.

Heidelberg Materials needs to reduce its carbon footprint and move to a sustainable production of cement with decreased CO2 emissions. Embarked on a journey of technological transformation and eco-consciousness, Heidelberg Materials is applying different technologies aimed at switching to renewable energy, installing carbon capture utilization and storage (CCUS) equipment, and deployment of other projects to show that it is an environmentally responsible company.

This evolution has an impact on the workers, including the need of reskilling and training, new health and safety challenges, generational gap, as well as the need for young and female workers and a more inclusive approach in employment. The company has yet to show an interest in global social dialogue and instead puts the challenges accompanying transformation on the workers’ shoulders.

The use of subcontractors in different countries has suppressed freedom of association and collective bargaining, leading to fatalities in 2022 and ongoing labour disputes, like in France where local French management refused to engage with CGT representatives, even during a strike. The company's goal is clear: maintain production at all costs, even if it meant facing economic losses, undermining industrial action, and increasing CO2 emissions.

Delegates expressed their deep regret over the company's reluctance to engage in a constructive and productive global and local social dialogue, despite numerous proposals. Despite being invited, the company declined attending the union network, repeating that it deals with social dialogue at the local level.

In a show of unwavering solidarity, the unions emphasized the importance of fostering peace and harmony within Heidelberg Materials globally. Failure to facilitate fair and transparent negotiations could jeopardize the company's reputation and financial stability in the long run.

The workers and the unions have straightforward demands: respect for human rights, development of global social dialogue based on ILO core labour standards and commit to environmental protection while providing Just Transition to workers. The Supply Chain Due Diligence Act that came into force in Germany in 2023, place even more responsibility on Heidelberg Materials to prevent human rights violations and environmental degradation.

The network adopted a statement, calling on the company to respect health and safety and other fundamental workers' rights. The delegates believe that the zero-harm target can only be reached through social dialogue, workers' participation, and joint monitoring.

Alexander Ivanou, IndustriALL materials director, said:

“We call on Heidelberg Materials to immediately resume social dialogue, incorporate a social dimension into their eco-policies, consult with unions on Just Transition, enhance workers' participation, align with human rights legislation and enforce compliance with all fundamental ILO conventions across all their operations. The world is watching, and change is imperative.”

Y-Tec violates workers' rights in Thailand

In August, Y-Tec filed a defamation suit against the president of Confederation of Industrial Labour of Thailand (CILT) Prasit Prasopsuk. Y-Tec is accusing Prasopsuk of defaming the company in an interview in May this year.

In the interview, Prasopsuk criticizes the union busting at Y-Tec. When the local union, a CILT affiliate, re-launched its organizing drive and recruited more than 100 members, the company dismissed five union activists.

In a letter to Y-Tec and its parent company Yamashita Rubber, IndustriALL Global Union general secretary Atle Høie urges the companies to stop union busting and reinstate the five union activists.

"Y-Tec has repeatedly engaged in unfair labour practice. The acts of anti-union discrimination breached Yamashita Rubber's code of conduct, which follows the principles of human rights, non-discrimination, and harmonious relationship with local community. We call on Y-Tec to drop the defamation suit immediately,"

says Atle Høie.

Prasopsuk reminded the company to respect article 34 of the Constitution of the Kingdom of Thailand that guarantees the liberty to express opinions, make speeches, write, print, publicise and express by other means.

“Yamashita Rubber and its subsidiary must stop prosecuting union leaders. Thai workers have every right to join a labour union under the Labour Relations Act. The continuous union busting shows the relevance of ratification of ILO Convention 87 and 98.”

CILT's affiliate the Confederation of Thai Electrical Appliances, Electronic Automobile & Metalworkers (TEAM), organized Y-Tec workers in 2016. When the Prachinburi Automobile Part Workers' Union was formed, Y-Tec immediately moved union members to the night shift and forced 90 of them to resign.

Despite a complaint lodged by workers with the Labour Relations Committee (LRC), Y-Tec sued the union president Ruangsak Klaimala for defamation over a social media post and bribed some union members with higher termination compensation. The LRC ruled in favour of the union but the company refused to comply.

Y-Tec produces automotive components like engine mounts, suspension bushings and hose tube for cars and motorcycles. The company is headquartered in Japan, with oversea production facilities in US, Mexico, India, China and Thailand.