Unions in Africa campaign for ratification of ILO C190

“Workers must be part of creating a solution to end gender-based violence in the world of work by creating a space to end unacceptable behaviours and a culture of silence to create change in the workplace. We need to create a workplace that is free of violence and harassment,”

says Rose Omamo, general secretary of Amalgamated Union of Kenyan Metal Workers and IndustriALL Global Union Executive Committee member.

The Namibian cabinet has approved the proposal for ratification for ILO convention 190 and 189, which will soon be submitted to parliament for ratification.

The IndustriAll National Women Committee of Uganda is calling for the ratification of C190 at a rally in the Mbale region attended by union leaders, the President,the Speaker of Paliament and other dignitaries.

In Zimbabwe, the unions are meeting with the ministries of labour and social welfare and the women affairs before the ratification is brought to parliament.

The Mineworkers Union of Zambia celebrated International Women's Day on 8 March with a call for solidarity to the Zambian Congress of trade unions to push the government on the ratification of the ILO C190.

Trade unions in Africa are encouraged to lobby their governments to ratify C190. The Southern African Clothing and Textile Workers Union (SACTWU) has a daily social media campaign.
 
Andre Kriel, SACTWU general secretary says:

“Our main intention is to keep this matter in the public eye, until the ratification. We have consistently raised the matter at the Congress of South African Trade Unions (COSATU) Central Executive Committee (CEC), and COSATU has now taken up the campaign and raised ratification directly with the Minister of Employment and Labour, Thulas Nxesi. In addition, a call was raised directly with South Africa’s President Cyril Ramaphosa when he addressed the February 2020 CEC.”

COSATU has also raised the issue with the employment and labour portfolio committee in parliament.
 
21 June was the first anniversary of the adoption of ILO Convention 190 and Recommendation 206 on Violence and harassment in the world of work. Uruguay is the first country to have ratified C190, with reports that Fiji will soon follow. 12 months after Fiji does so, C190 will enter into force.
 
Armelle Seby, IndustriALL gender coordinator says:

“The adoption of C190 is important in ending gender-based violence and sexual harassment at the workplace. In South Africa, several women have been killed at work; in the mines, at power sub-stations and other workplaces, and working women are raped in the communities where they live and killed in their homes.”

Precarious working conditions of diamond cutting and polishing workers in Botswana expose jewellery brands

Companies, including Yerushalmi Brothers Diamonds, Motiganz Botswana, Dalumi Diamonds, Leo Schachter Diamonds, and Signet Jewelers have dismissed staff. At Safdico Botswana, BDWU, successfully challenged the retrenchments resulting in their reversal. The union is also challenging the job losses with the country’s labour department, while some cases have gone to the Industrial Court. Some workers were retrenched because they are union members. In other cases, workers were dismissed after dubious disciplinary actions.

Over 51 workers have been retrenched at Signet Jewelers since March with Covid-19 cited as the reason for the retrenchments. In some instances, the companies refuse to disclose the reasons.

Most employers in Botswana’s diamond cutting and polishing sector use union busting to weaken unions, like encouraging the formation of associations at factories and not recognizing registered unions.

The sector is plagued by low wages; workers are paid from 1300-3500 Pula (US$113-303) per month.

The BDWU says that in addition there is no job security for local workers, with some having been employed for ten years on short term contracts. This makes it hard for the workers to access bank loans as they are considered risky clients and are unable to buy their own homes.

Employers are failing to fulfil training requirements for Batswana, whose contracts say foreign workers should train locals in special skills. Instead, workers are hired to simply do the job.

Dominic Obusitse Mapoka, BDWU vice chairperson, says:

“Despite the industry making huge profits every month, workers are getting paid a pittance. The wages are low, and we want our members to be paid living wages. Local workers should also be trained in special skills that are required in the sector.”

On 21 February, the BDWU met with the Minister of employment, labour productivity and skills development, and the Commissioner of labour, who promised to assist. However, there has since been no further communication from the government.

Glen Mpufane, IndustriALL director for mining, gems, diamonds, ornaments and precious stones, stresses that employers must stop paying starvation wages.

“Workers toil daily cutting and polishing precious diamonds and yet are unable to buy food and other basics because of poor wages. The companies must pay decent wages, respect workers’ rights and labour standards. They must also consult with unions on COVID-19 protocols.”

Tanzanian union goes digital to organize, defend workers’ rights

Between 2015 and 2018, IndustriALL and Unifor Canada assisted the union to establish an information communication technology (ICT) department and structure which reaches out to all TUICO’s branches at national level.

With most workers restricted to working from home because of COVID-19, TUICO is using digital platforms and social media to reach its members and officials. The union has moved meetings to online platforms.

COVID-19 awareness e-posters on prevention were designed, and short videos that demonstrated how workers can protect themselves produced. Social media campaigns were carried out on recruitment and organizing, grievance handling, and collective bargaining.

Boniface Y. Nkakatisi, the general secretary of TUICO said:

“Using ICT services during the pandemic period proved effective. Most activities on our three-month plan were completed and we managed to recruit 903 members from the sectors that we organize such as cement, garment and textile, and petroleum. We also resolved 15 disputes with various employers.”

Nkakatisi says the union negotiated collective bargaining agreements online with cement companies, Tanga and Tanzania Portland and wage increases with some companies.

“We set up meetings with the employer to discuss the union’s bargaining proposals. In the meetings we had union leaders from the companies present. After discussions, we reached agreements. However, it is not the same as long negotiations. Questions are limited and queries deferred to the local union leader. Everything happens within limited time.”

He added that recruiting members online is unique:

“The local organizer calls for a meeting with a few workers, tells them the importance of joining a union, and gives out joining forms to pass on to those not present. We have learnt that under COVID-19 the strength of the union lies in the local organizer. Therefore, we are prioritizing the training of 1,000 organizers.”

The union has also set up management information systems for collecting union dues.

However, there were challenges as the union was not ready for a full online rollout when the first coronavirus cases were reported in Tanzania. Further, internet access is unreliable and data cost high.

Valter Sanches, IndustriALL general secretary said:

“It is important that TUICO is using digital technologies to raise awareness on COVID-19, and to advance union work. Unions must be ready to overcome any barriers and stand up for workers’ rights and demands in whichever platform possible. The amazing capacity to adapt and succeed showed by TUICO is an example to be followed.”

TUICO also launched a news portal which publishes news, events, and the activities of the union on www.tuico.or.tz. The union can be reached on these social media handles:

@TuicoUnion

Instagram: TuicoUnion

 
 
 
 
 
 
 
 
 
 
 
 
 

#HakiHaipotei Women Leaders at Mazava stand firm against '#unjust closure of Mazava Textile in Morogoro. . Wanawake viongozi wa TUICO wapigania haki zao dhidi ya jaribio la kufunga kiwanda cha Nguo Mazava mkoani Morogoro. #HakiHaipotei #protectourjobs #stopcovidnotjobs

A post shared by TUICO (@tuicounion) on May 19, 2020 at 5:11am PDT

Call for Expression of Interest – Research on new investments in the automotive sector in Sub-Saharan Africa

Country studies for Ethiopia, Ghana, Kenya, Namibia, Nigeria, Republic of South Africa and Rwanda (one researcher per country study)

One leading / coordinating researcher, based in South Africa

Background

A number of multinational vehicle manufacturers (BMW, BYD, Ford, Geely, Honda, Hyundai/Kia, Nissan, PSA, Renault, Tata, Toyota, VW and others) have announced major investments into automotive manufacturing in Sub-Saharan Africa. The countries targeted for these investments are in particular Ethiopia, Ghana, Kenya, Namibia, Nigeria, Republic of South Africa and Rwanda.

These investments are mainly based on the assumption that there is and will be a significant and sustainable growth of income and therefore of the middle class, hence, an ever-increasing market opportunity. The investments have the potential to significantly increase industrial manufacturing in the region and to create urgently required new jobs. Since jobs are urgently required almost everywhere in Sub-Saharan Africa most if not all governments will engage themselves in fierce competition around FDI and therefore, a race-to-the-bottom with regards to working conditions and tax incentives is very likely.

As there is not yet a stable and sufficient number of customers, the companies will implement their projects at the lowest economic risk possible. In most of the cases, this means to avoid the construction of proper full-scale production facilities and to focus on the assembly of SKD and CKD kits by African contract manufacturers first. Such production patterns also help the companies to circumvent high import duties for finished vehicles. The required skills of the workers to assemble the kits are rather low. There are numerous examples for larger scale automotive investments that have failed to bring about sustainable industrial structures and decent jobs (e.g. India, Malaysia, some countries in Latin America and in the Middle East).

In SSA one notable past attempts to resuscitate the auto industry has been in Nigeria. The depreciation of the Naira, poor performing economy and cheap vehicles entering the Nigerian economy stifled these attempts. The recent attempt was through the Nigerian Automotive Industry Development Plan which aimed at providing incentives including fiscal incentives to grow assembly plants and attract new investments of other OEMs (original equipment manufacturer).

The Republic of South Africa (RSA) is today the only country in Sub-Saharan Africa with a significant automotive industry, decent jobs and sustainable industrial relations. The successful development of such structures in the past two decades can be partly used as blue print for the other African countries. The new investments in other countries of Sub-Saharan Africa can easily put competitive pressure on the well-established sector in the RSA.

Some OEMs are making progress in growing their business in SSA. VW recently signed memorandums of understanding (MOU) in Kenya, Rwanda, Ethiopia, Ghana and Nigeria to establish vehicle assembly facilities, assess the mobility concepts and establish training academies for production and after sales. Toyota has operations in Nigeria, Ghana, South Africa, Kenya and in various other parts of SSA. Companies such as Uber and taxify use Toyota vehicles to ferry customers and this increases the market for the OEM. The VW business in Rwanda is structured around tapping from the Uber and taxify and government business too and build the mobility industry from these platforms (VW Mobility solutions).

In a nutshell: How can trade unions trigger/initiate and support the creation of decent jobs based on sustainable industrial structures in the automotive sector in Sub-Saharan Africa?

Application procedure

Step 1

Review the attached document “Background information and Terms of Reference” and select the country research (Nigeria, Kenya, Ghana, South Africa, Kenya, Ethiopia or Rwanda) you would like to undertake / select the position of lead researcher (must be based in South Africa).

Step 2

Write a cover letter that provides a brief outline of your competencies and experiences in doing similar work / provide your CV.

Step 3

Provide a proposed work plan and an indicative budget for doing the research – including the research methodology (please stick to the timeline outlined in the TORs).

Step 4

Email the Cover letter, CV, proposed work plan budget to undertake the research and submit to:

IndustriALL Global Union, Geneva/Johannesburg
Mr. Kenneth Mogane, Regional Officer, Sub-Saharan Africa Office,

Copied to:
FES TUCC, Johannesburg
Dr. Iris Nothofer, Junior Expert, FES TUCC

Deadline

The deadline for submitting the expression of interest is Friday, 3 July 2020. Applications must be received by IndustriAll not later than 5pm Pretoria time. Any application after this deadline will not be considered.

Language

The expression of interest, including related documents, shall be prepared in English. Applications in other languages will not be accepted.

For further information, please contact Kenneth Mogane or Iris Nothofer

Selection criteria

All applications that have submitted all required documentation will be reviewed by a joint committee of IndustriAll and FES-TUCC. Both organisations, IndustriAll Global Union as well as FES TUCC are striven to increase the number of female researchers/activist in academia, science, trade union education and activism. Applications from female researchers are therefore explicitly welcome. Applicants will be notified accordingly.

Ethiopian unions campaign for Covid-19 awareness

To get the message across to as many workers as possible, the union is publicizing the campaign through mainstream media, including television stations run by the Ethiopian Broadcasting Corporation and Walta Broadcasting. Radio stations that include Awash FM, and the Fortune Weekly newspaper are also publicizing the campaign.

Angesome Yohannes, IFTLGWTU president says:

“Covid-19 is a global pandemic that is spreading at an alarming rate causing huge social and economic disruptions.  As a union, this is the time for joint efforts to minimize the impact. When workers get sick, the consequences for them and their families are dire as the pandemic increases job insecurity and slows down economies.”

The Confederation of Ethiopian Trade Unions, to which IFTLGWTU is a member, signed a Covid-19 workplace response protocol with the government and employers in March. The protocol outlines how factories should respond to the pandemic. IFTLGWU has set up health and safety committees at factories. However, the union is concerned by the slow pace at which some factories are adhering to health and safety standards to stop Covid-19.

Like most garment producing countries, Ethiopia has been affected by low demand due to lockdowns in most European countries and the USA where the garments are exported.

Paule France Ndessomin, IndustriALL regional secretary for Sub Saharan Africa says:

“We applaud the efforts by unions in Ethiopia to curb the spread of COVID-19. The pandemic will only be overcome through collective efforts. For this to happen, unions, employers and government must work together.”

Ethiopia introduced the World Health Organization recommended Covid-19 protocols but did not lockdown the country. The government says its approach is based on the country’s context. Over 2,500 cases of Covid-19 have been reported with 35 deaths.

Workers paid allowance after strike at DRC mine

The strike led to negotiations with the mine management that then led to the payment of a special allowance of US$600 to the 6,000 mineworkers confined to the mine site during the quarantine. The company has so far paid US$500 to each of the workers. The allowance workers also want to be paid for the overtime that they worked during this period.

Work continued at the mine during the quarantine because mining is defined as an essential service under Congolese law.

IndustriALL Global Union affiliates Secrétariat des Syndicats de IndustriALL (CSC) and Travailleurs Unis des Mines, Métallurgies, Energie, Chimie et Industries Connexes (TUMEC) are some of the unions that organize the over 15,000 workers employed at the mine.
 
Glen Mpufane, IndustriALL director for mining says:

“We support unions for continuing to fight for better working conditions and benefits at TFM. Even in the midst of Covid-19 mineworkers are pushing back and fighting mine bosses’ attempts to undermine their rights and benefits.

"Essential service status is not a code for exploitation under the guise of Covid-19. Mining companies should make efforts to cushion mineworkers’ benefits.”

China Molybdenum, is listed on the Shanghai Stock Exchange, owns 80 per cent of the Tenke Fungurume Mining (TFM) shares, with state-owned Gecamines having the remainder. The TFM site holds one the largest cobalt reserves in the world.
 

IndustriALL affiliates are working with other unions to organize more workers at the mine. One of the organizing strategies that the unions are using is to campaign for job security, and better working conditions. About 12,000 workers at the mine are precarious workers with short contracts and the unions want them to be given permanent employment.
 
The unions are demanding transport allowances to enable the mineworkers to regularly visit their families who live far away from the mine. The unions also want the company to pay medical benefits to workers and their families.

 
With the first Covid-19 cases reported in March, the DRC has over 4,000 reported cases, with 96 deaths.

Union in Tanzania stops attempt to cut wages

Over 90 per cent of the workers at the sports jersey factory in Morogoro’s export processing zone are women. Monthly wages range from 120,000-180 000 Tanzanian Shillings (US$52-78).

The company said the closure, effective from 24 May to 6 September, was caused by cancelled US orders  due to Covid-19.

IndustriALL Global Union affiliate, Tanzania Union of Industrial and Commercial Workers (TUICO), challenged the company’s decision that was made without consulting the union.

On 12 May, TUICO filed a dispute with the Commission for Mediation and Arbitration (CMA) Morogoro Region against the employer for not involving the union in the matter, and for violating  workers’ rights and interests of the union’s 819 members and other workers at the factory.

The employer argued that it did not consult TUICO because the union did not have a majority at the factory.

After two weeks, TUICO won the dispute at the CMA and the employer agreed to pay 70 per cent for the period when the factory will be closed.

The victory at the CMA saw TUICO gaining 229 new members at the factory, thus making the union reach a majority of over 50 per cent. With this majority, the union is now preparing for collective bargaining agreement negotiations when the factory reopens. The union also intends to organize the remaining workers as well as introduce programmes on health and safety.

Margaret Ndagile, TUICO’s head of sector services says:

“Workers at Mazava fabrics now see the union as one that fights for their rights. The union continues to build trust and confidence among the workers who now realise the power of solidarity. We will continue emphasizing to our members that solidarity remains one of our key strategies.”

Paule France Ndessomin, IndustriALL regional secretary for Sub Saharan Africa, says:

“The cost of the Covid-19 pandemic should not be paid by workers alone. This is a crisis which calls for negotiations between employers and unions. We commend TUICO for going for conciliation and mediation to protect workers’ rights and wages.”

Union intervenes to release mineworkers from Covid-19 quarantine camp

While the mine said the quarantine is part of the efforts to stop the spread of the coronavirus among the workers, MUZ says that workers should not be forced to stay in the camp away from their families.

According to the union, the living conditions that include dormitories and partly open toilets infringe on privacy and are an insult to workers dignity. The workers also complained about a poor diet.

 

MUZ met with the mine management and reached an agreement that workers be allowed to go home. The mine would provide transport to and from work for different shifts.
 
Joseph Chewe, MUZ president, said during a meeting with the workers:

“As a union it is our duty to speak for the miners against any mistreatment. We applaud your unity in rejecting the terrible living conditions that you were put under by the management and have told the mine to stop forcing workers to live in the camp.”

Despite the agreement, the management distributed “quarantine application forms” to entice workers to stay in the camp. Included on the form are promises to provide food and an allowance of K1,500 (US$82) to those workers who agree to continue living in the camp.

Some clauses on the form that workers are supposed to sign disregard workers’ rights that are protected by the law including from summary dismissals.

For example, one section reads: “I understand I cannot leave camp or withdraw from the camp without management approval as this will amount to summary dismissal.”

Glen Mpufane IndustriALL mining director, says:

“Mineworkers should not be forced under any circumstances to live in such deplorable conditions. Mining companies have a responsibility to respect human and workers’ rights, and this includes providing proper housing and sanitation facilities.”

Of the more than 2,500 workers employed at Chambishi mine, 1,450 are MUZ members.
 
The mine and copper smelter are jointly owned by the China Non-ferrous Metals Company Limited (85 per cent) and the Zambia Consolidated Copper Mines Limited (15 per cent).

Global dialogue with Glencore addresses Southern African Coronavirus crisis

Mineworkers in South Africa and Zambia faced job and wage losses as a result of disruptions caused to mining operations by coronavirus shutdowns. IndustriALL Global Union faciliated dialogue between Glencore and mineworkers’ unions in the two countries, leading to negotiations that resulted in constructive solutions.

Christine Olivier

Christine Olivier, international officer with the National Union of Metalworkers of South Africa (NUMSA), said:

“The Covid-19 crisis is not an employer or worker’s fault. Therefore, there is need for the two parties to sit down and negotiate for an outcome that works for all. This is what happened when we had meetings with the Glencore management when the lockdown began.”

In the negotiations, NUMSA stressed the employers’ social and community responsibilities during the coronavirus lockdowns. Workers support up to eight members of their extended families, and failing to pay wages would starve families.

A 2019 meeting with IndustriALL, Glencore, and Sub Saharan Africa mining unions

An agreement was reached in which the employer agreed to pay workers their wages, housing allowance and medical aid during the lockdown. As mines operated at 50 per cent capacity because of Covid-19 restrictions, workers were paid shift bonuses and transport costs only when they went to work.

An agreement reached with the government of Zambia, with support from the Mineworkers Union of Zambia (MUZ), saw 5,672 workers at Glencore-owned Mopani mine going back to work. However, the union is fighting for the rehiring of over 5,000 contract workers whose contracts were terminated due to Covid-19. The workers were employed by companies sub-contracted to Mopani.

Joseph Chewe

Joseph Chewe, MUZ president, in welcoming Mopani’s decision to reverse putting the mines under care and maintenance, said:

“We want to see Mopani, through Glencore, investing more money to keep the mines operational. The union will interrogate measures to reduce the cost of production and to ensure that the company is kept afloat. Job losses should be prevented during the coronavirus pandemic. Unions must be consulted, and engagement done according to the laws.”

NUMSA and MUZ are affiliated to IndustriALL. Glencore has copper, cobalt, coal, and ferroalloys mining operations in these countries.

Glen Mpufane, IndustriALL director for mining said:

“Negotiations and agreements are important in the prevailing Covid-19 pandemic which is bringing a lot of uncertainty because of disruptions to global mining value chains due to lockdowns in most countries.

"This is a global crisis that calls for amicable agreements between unions and mining companies. Governments should also engage in social dialogue, enforce international labour standards, and promote Covid-19 protocols as critical responses to the pandemic.”

Speaking today on a shareholder call ahead of the Glencore annual general meeting, Mpufane praised the success of the dialogue at the Southern African mines. He raised the desperate situation at Glencore operations in Peru and Bolivia, particularly at the Antimina mine in Peru, where hundreds of workers have been infected with Covid-19 and at least one has died. Antimina is a joint venture between Glencore and other companies, including BHP Billiton. Mpufane asked Glencore to use its influence to improve the situation.

Chairman Tony Hayward, speaking on behalf of the CEO Ivan Glasenberg, acknowledged the extent of the coronavirus crisis in Peru, and pledged to work with IndustriALL to alleviate the situation of miners.

Unions in Madagascar protest against forced leave

According to a letter sent to workers by the Ambatovy management, the technical unemployment will start in May and end in October. During this period workers will be paid 100 per cent in June, 75 per cent in July, and 50 per cent for the remaining months.
 
The company has various operations, including a mine, pipeline, production, tailings, and port. At the Ambatovy factory site in Toamasina, the company employs 3000 workers of whom 60 per cent are on forced leave for six months while 1200 workers at Moramanga mining site are in the same situation.
 
Subcontractors to Ambatovy have also put workers on forced leave. For example, KPS put 250 workers on leave for six months while Madacan’s 150 workers for three months.
 
IndustriALL Global Union affiliates Syndicalisme et Vie des Societies (SVS), Sendika Kristanina Malagasy (SEKRIMA) and Fédération des Syndicats Autonomes des Travailleurs de l’Industrie (FESATI), that organize workers at the mines, are challenging the technical unemployment as they were never consulted.
 
The country’s labour code says before a company implements technical unemployment, there must be consultation with unions. The code defines technical unemployment, allowed for up to six months, as interruption to work caused by accidents, power interruptions, disasters, shortages of raw materials, tools, and transport problems.
 
Unions doubt if the Covid-19 pandemic fits into these categories and say it is unlawful for companies to implement technical unemployment without consulting unions. Workers also have the right to decide when to take leave and not be forced by the employer.
 
Glen Mpufane, IndustriALL mining director says:

“We urge Ambatovy to avoid unfair labour practices and to adopt Covid-19 protocols that protect workers’ rights including to health and safety, job security and income protection, as is becoming the norm globally. This should be done in consultation with trade unions.”

The unions are also campaigning against the stigma that the workers who test positive to COVID-19 are facing in the communities where they live.
 
Ambatovy is a nickel and cobalt mining enterprise in Madagascar which is a partnership of three companies; Sherritt International Corporation from Canada, Sumitomo Corporation from Japan, and Korea Resources Corporation from Korea.