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This is the 25th Issue of the ICEM HIV/AIDS e-bulletin. 
 
There is no Time to Celebrate! 
For more than two years we have tried to give practical, timely and accurate information from a number of relevant sources. Too little feedback has reached us from our affiliates. Many of them are engaged in the fight against HIV/AIDS. If we do not know about their activities, we cannot report on them and others cannot benefit from new initiatives and ideas. 
 
Again, we make an appeal to send information on new agreements, campaigns and educational activities to <a href="mailto:hiv.aids@icem.org">hiv.aids@icem.org</a>. Any feedback on the format and contents of the e-bulletin is also welcome. 
 
There is certainly no time to celebrate: according to UNAIDS, each day still more than 8,000 people die of AIDS; almost 12,000 get newly infected with the deadly virus, many of them young people, in some regions more than half of them girls and women. Each day, 1,800 children become infected &ndash; the vast majority of them as newborns through mother-to-child transmission. 
<img height="35" alt="" src="" width="25" />
World AIDS Day, 1 December 
 
Leadership is the theme for World AIDS Day 2007. The ongoing campaign slogan of the World AIDS Campaign is &ldquo;Stop AIDS &ndash; Keep the Promise&rdquo;. 
 
Unions can demonstrate leadership at every level &ndash; in the workplace, in their own governing bodies, in women&rsquo;s committees, in health and safety committees, in negotiations with companies, in the community and at the national policy level. 
 
Any union member, shop steward, union official, committee member, gender representative who takes action on HIV/AIDS is a leader in the fight against the deadly disease. 
ICEM calls on its affiliates to take the lead in campaigning on World AIDS Day, 1 December. 
Before the end of October, affiliates will receive campaign material. 
<img height="35" alt="" src="" width="25" />
ICEM Affiliates in C&ocirc;te d&rsquo;Ivoire and Namibia 
 
The HIV/AIDS Coordinator for the three affiliates in C&ocirc;te d&rsquo;Ivoire, Charlotte Nguessan, is particularly active. In addition to training workplace representatives, she has coordinated the writing of a proposal on HIV/AIDS workplace interventions, which was submitted to Partners against AIDS in August. 
 
Charlotte was also appointed to the working group for the Round 7 proposal to the Global Fund. 
 
In Namibia, the first two courses (out of three) for the training of VCT counsellors were completed in the Oranjemund region and at Okorusu Flourspar mining. The Mine Workers&rsquo; Union of Namibia makes sure the funds go a long way: instead of the usual 5 to 8 unionists, as in most&nbsp;other countries, it aims to train more than 20. 
<img height="35" alt="" src="" width="25" />
Global Fund: Record Amount in New Grants Recommended for Round 7 
 
Round 7 applicants to the Global Fund submitted fewer, but bigger and better, proposals than applicants in all previous rounds. 
 
The Global Fund's Technical Review Panel (TRP) has reviewed the 150 eligible Round 7 proposals that were submitted to the Fund, and has recommended that the board approve 73 of them. The grants recommended for approval will cost a total of $1,112 million over two years. 
This is a record amount: in the six previous rounds, the two-year value of approved grants ranged from $571 million to $968 million. (The full duration of a grant is five years. After the first two years, a review takes place to decide about the continuation of a grant). 
 
The percentage of proposals recommended for approval was also a record &ndash; 49%, up from an average of 38% over the previous rounds. On the other hand, the number of eligible proposals submitted in R7, at 150, was the lowest ever. 
 
The TRP's recommendations regarding Round 7 will be reviewed and voted on by the Board of the Global Fund at its next meeting on November 12-13. (In previous rounds, the board has always followed the TRP's advice regarding which proposals to approve.) 
 
(Source: Global Fund Observer Issue 77, 30 September 2007. GFO is a free service of Aidspan <a href="http://www.aidspan.org">www.aidspan.org</a>. To receive GFO, send an email to <a href="mailto:receive-gfo-newsletter@aidspan.org">receive-gfo-newsletter@aidspan.org</a>) 
<img height="35" alt="" src="" width="25" />
Global Fund: Donor Governments Pledge Record Amounts 
 
Donors are expected to give the Global Fund to Fight AIDS, Tuberculosis and Malaria at least $9.7 billion over the next three years, 57% more than they gave over the past three years. The pledges made at the Global Fund Replenishment Meeting in Berlin constituted the largest single financing exercise for a&nbsp;health issue that has ever taken place. 
 
Some highlights of the pledges: 
 
&bull; The three countries that pledged the most for 2008-10 were USA (USD 2,172 million), France (USD 1,274 million) and the UK (USD 729 million). 
&bull; The three countries that pledged the largest percentage of their Gross National Income (GNI) were Norway (0.087%), Ireland (0.076%) and Sweden (0.075%). 
&bull; The country that pledged the largest amount per capita was the Netherlands. 
&bull; The three developed countries that pledged the smallest percentage of their GNI were Japan, Finland and Switzerland (0.004% each). 
 
(Source: Global Fund Observer Issue 77, 30 September 2007. GFO is a free service of Aidspan <a href="http://www.aidspan.org">www.aidspan.org</a>. To receive GFO, send an email to <a href="mailto:receive-gfo-newsletter@aidspan.org">receive-gfo-newsletter@aidspan.org</a>) 
<img height="35" alt="" src="" width="25" />
ICAAP Held in Colombo 
 
&ldquo;Waves of Change - Waves of Hope&rdquo; was the theme of the International Conference on AIDS in Asia and the Pacific (ICAAP) held in Colombo, Sri Lanka from 19 to 23 August, 2007. The conference brought together 2,500 delegates from 70 countries including politicians, officials, community workers, medical professionals, academics, journalists, trade union leaders and people living with HIV and AIDS (PLWHA) to share knowledge and devise new strategies to deal with the disease. 
 
The HIV epidemic in Asia and the Pacific remains diverse. A number of countries have taken decisive action to deliver effective and comprehensive AIDS programmes. However, the overall response in the region is still not keeping up with the pace and expanding reach of the epidemic. Leadership at various levels is still not adequately aware of the consequences of an escalating pandemic and its impact, not only on public health, but also on the socio-economic wellbeing of the people of the region. 
 
(Source: adapted from the ITF HIV/AIDS Update 28, 1 September) 
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Cambodia: Prevalence Rate Down 
 
Three international donors have decided to reduce aid for AIDS prevention to Cambodia as the country has reportedly achieved satisfactory progress. 
 
The Global Fund, DFID and USAID will cut funds targeted at reducing the transmission of HIV/AIDS in the country as nationwide infection rates have declined from 3.3% in the 1990s to 0.9% in 2006. 
 
The reduction of aid does not mean the end of prevention activities. It is a recognition of the fact that the Government of Cambodia has enough capacity to carry on the fight against the spread of HIV/AIDS. For example, the number of voluntary confidential counselling and testing centres increased from 150 in 2005 to 190 this year. 
 
(Source: xinhuanet, 20 September) 
<img height="35" alt="" src="" width="25" />
India: Case Studies on Corporate Response to HIV/AIDS 
 
A recent World Bank paper discusses the role of business in the fight against HIV/AIDS in India, with particular focus on the private sector. The report highlights interventions by five Indian companies (Reliance Industries Ltd, Transport Corporation of India Ltd, Delhi Metro Rail Corporation Ltd, DCM Shiram Consolidated Ltd and Hindustan Lever Ltd) ranging from advocacy and education to prevention and treatment. 
 
The report argues that because a large share of the country&rsquo;s HIV-positive population are employed by Indian industry, businesses can gain from early and decisive action to prevent HIV and AIDS. The paper also shows the advantages businesses bring to the fight against the pandemic and how the Indian government supports companies involved in HIV/AIDS interventions. 
 
(Source: Eldis Corporate Responsibility Reporter, 6 September <a href="http://www.eldis.org/csr">www.eldis.org/csr</a>. Eldis is a service of the Institute of Development Studies, University of Sussex)
<img height="35" alt="" src="" width="25" />
South Africa: Setback for New AIDS Policy 
 
The new AIDS policy in South Africa suffered a severe setback when the Deputy Minister of Health, Nozizwe Madlala-Routledge was forced to resign in August. 
During the long sick leave of Health Minister Manto Tshabalala-Msimang, the Deputy Minister had worked for a turn-around in the government&rsquo;s AIDS policy, advocating a massive increase in antiretroviral treatment. This had been delayed for years by the Health Minister who encouraged people living with HIV/AIDS to treat it with garlic, beetroot and olive oil. 
 
(Source: various newspaper reports) 
<img height="35" alt="" src="" width="25" />
News from the Global Union Programme and Global Union Federations 
 
The ICEM is represented on the Steering Committee of the Global Union AIDS Programme. The last meeting took place in Geneva on 3 October. Among other, the meeting discussed a closer engagement of Global Unions with the Global Fund and an initiative to cooperate with the World Bank. A meeting will take place in Washington in December involving the mining, transport, health and education sectors. 
 
In its most recent HIV/AIDS updates (nos. 26, 27, 28 and 29 of 1 and 15 August and 1 and 15 September) the International Transport Workers&rsquo; Federation (ITF) <a href="http://www.itfglobal.org">www.itfglobal.org</a> reports, among other, on an agreement between the union and the employers on an HIV/AIDS policy for the railway industry in Zimbabwe; how low levels of awareness and prevalent social stigma contribute to the spread of the disease in Pakistan. 
The Nigerian Government has approved a policy providing guidelines that aim to assist in the establishment of workplace HIV/AIDS policies in the formal sectors, as well as in the informal economy.

ICEM HIV/AIDS e-bulletin

<img height="113" alt="" src="" width="100" />
Dear Colleagues, 
 
It is a pleasure to welcome you to the 4th World Congress of the ICEM. It is with a great deal of pride that we hold this Congress in Thailand, a country in which the ICEM has played a role in a number of labour and social causes. 
 
There has been discussion on why the ICEM would hold a Congress in a country that only a year ago experienced a military coup. We consulted with our Thai affiliates on this matter, and they assured us that our presence would be a symbol of hope and expectation that free and democratic elections will occur soon in Thailand. We take this as proof of both the quality of work that ICEM has done in Thailand, and the work that still must be done in this great nation. 
<img height="125" alt="" src="" width="101" />
Senzeni Zokwana, ICEM President
This Congress marks a historic moment for the ICEM. With forces of globalisation rapidly impacting the lives of workers in today's world, the global trade union movement has come together and made the commitment that it will unite to protect workers' interests. 
The ICEM's 4th World Congress will engage several major issues, including enhancing cooperation with the family of Global Union Federations and other world trade union organisations. 
<img height="125" alt="" src="" width="91" />
Manfred Warda, ICEM General Secretary 

We will begin a process to establish a strong sustainable development policy across all ICEM sectors, and we will reaffirm our commitment to challenge the growing threat of Contract and Agency Labour and the scourge of HIV/AIDS in our workplaces and in workers' lives. 
 
This Congress also marks the full integration into the ICEM of trade unions from the World Federation of Industry Workers. We welcome those unions and we know that your participation and involvement in our structures will make us stronger. 
 
Let us have great success at this Congress, and let us come away fully invigorated with the energy of Unity and Solidarity in order to fulfill the necessary work that we face! 
 
Fraternally,&nbsp;
Senzeni Zokwana and Manfred Warda

Fraternal Greetings to the ICEM&#039;s 4th Statutory Congress!

Preamble 
Umicore has committed itself to a sustainable development strategy, aiming to make its economic, environmental and social objectives coherent. 
 
In this agreement, Umicore intends to bring together the priorities of its global social policy, in order to confirm its principles of sustainable development, as they relate to the social aspects. 
 
Umicore Management states that its employees are a crucial factor for the Group&rsquo;s global success, which involves establishing mutually beneficial relations and dialogue between all the partners contributing to its development. 
 
Umicore recognizes that its commitment to financial success must also take into account the broader economic, environmental and social impact of its operations. Its sustainable development policy therefore notably focuses on the priorities of safe and healthy working conditions, continual improvement of its environmental performance, management and remediation of risks that are the result of historical operations, recycling and disposal of its products and the respect of all ILO core labour standards. 
 
This agreement aims to support the Umicore&rsquo;s internationalisation in social matters, in accordance with The Umicore Way, its Code of Conduct and Human Rights Policy. 
 
In order to strive for a balance between growth, economic profitability and environmental and social wellbeing, Umicore undertakes to implement the procedures and principles defined in this agreement at the various national and local levels within a reasonable timescale. 
 
In order to contribute to the success of this approach, the International Metalworkers Federation (IMF) and the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) and their affiliated trade unions will participate constructively with the personnel in seeking and implementing the means to achieve the objectives referred to in this agreement and to respect the agreed commitments, the companies people and assets. 
1. Human rights 
 
1.1. Human rights 
 
In accordance with its Human Rights Policy, Umicore fully supports the United Nations Universal Declaration of Human Rights and commits itself to respect all International Labour Organisation (ILO) core labour standards. 
 
1.2. Banning of child labour 
 
Umicore undertakes not to employ children in violation of conventions 138 and 182 of the ILO. In countries where the minimum age of employment would be below the age of 15, Umicore will apply the age of 15 as the minimum age for employment. 
 
Given the hazardous nature of most of Umicore production units, the minimal age for working in production facilities in Umicore is defined at the age of 18, except in the framework of internship- or vocational training programmes, organised in co-operation with schools and training institutes or approved by the competent authority. Special care will be taken that these young people, with a minimum age of 14, are fully protected and have received adequate safety training and instructions. 
 
1.3. Banning of forced labour 
 
In accordance with ILO conventions 29 and 105, Umicore will under no circumstances make use of forced or bonded labour, such as forced labour by persons placed in an institution, or compulsory labour including labour as a means of political coercion or education. 
 
1.4. Right to organise and collective bargaining 
 
In accordance to ILO conventions 87 and 98, Umicore recognises and respects the freedom of its employees to choose whether or not to establish or to associate with any employee organisation of their own choosing (including labour unions) without Umicore&rsquo;s prior authorisation. The employment of a worker is not contingent upon the condition that he/she joins or not joins a union or be forced to relinquish trade union membership. Furthermore, union membership shall not be the cause for the dismissal of - or otherwise prejudice against - a worker. Umicore will not interfere with or finance labour organisations or take other actions with the intent of placing such organisations under its control. 
 
Umicore subscribes the principles of ILO Convention 135 and Recommendation 143 and recognizes the right of its employees to be represented by labour unions and other employee organisations in order to collectively bargain on employment conditions. 
 
Umicore and the respective employee organisations will co-operate constructively in a spirit of good faith. Even in cases of dispute the goal shall always be to maintain viable co-operation in the long term. This implicates, amongst others, the mutual respect of agreed commitments. 
 
All parties acknowledge that all representative positions defined in the scope of the agreement require that position holders have sufficient knowledge and experience and correct behaviour to deal with sensitive issues. 
 
1.5. Equal opportunities / Non-discrimination 
 
In accordance to ILO convention 100 and 111, Umicore is committed to an inclusive work culture and appreciates and recognizes that all people are unique and valuable, and should be respected for their individual abilities. Umicore does not accept any form of harassment or discrimination on the basis of gender, religion, race, national or ethnic origin, cultural background, social group, disability, sexual orientation, marital status, age or political opinion. 
 
Umicore shall provide equal employment opportunity and treat all employees fairly. Umicore employees and business units shall only use merit, qualifications and other professional criteria as basis for employee-related decisions in Umicore, regarding for instance recruitment, training, compensation and promotion. 
 
In countries that apply &ldquo;positive action&rdquo; programmes or quota on certain minority groups Umicore will follow the country legislation. 
2 Working conditions 
 
2.1. Remuneration 
 
It is acknowledged and agreed that all employees are entitled to adequate remuneration (ILO Convention No. 100). Remuneration and all the other benefits are based on the principle of fairness and comply with the individual national legal standards or the standards of the national branches or company collective labour agreements, which ever is higher. 
 
2.2. Working time and paid holidays 
 
Umicore makes sure that the national regulations and agreements on working hours and regular paid holiday are adhered to. 
 
2.3. Health and safety at work 
 
Umicore does not compromise on a safe and healthy working environment for all employees and is committed to offering safe and healthy workplaces in accordance with national legislation. It seeks continuous improvement of its occupational health and safety performance. 
 
2.4. Qualification 
 
The skills and knowledge of the employees are of outstanding importance to Umicore and its striving to safeguard the future. That is why Umicore is committed to promoting measures aimed at the qualification of employees to the extent that the broadening and consolidation of the professional and technical knowledge is relevant for a particular job. In this context, vocational training and employment training are of particular importance and can been seen as a shared responsibility on one hand for the employer to provide the necessary training, and on the other hand for each employee to take up the offered training. 
3 Environment 
 
Umicore integrates sustainable development considerations within the corporate decision making process. 
 
It implements risk management strategies based on valid data and sound science and seeks continual improvement of its environmental performance. 
 
Umicore actively participates in the management and remediation of risks that are the result of historical operations. 
 
It facilitates and encourages responsible design, use, re-use, recycling and disposal of its products. 
 
To achieve the international and individual national environmental standards and to comply with them in practise, Umicore co-operates with the relevant local institutions. 
 
By focussing on recycling, Umicore also strives to make efficient use of natural resources and energy. 
4. Implementation of the agreement 
 
4.1. The Sustainable Development Agreement applies to all companies of the group in which Umicore has operational control. 
 
It obliges senior management and employees at all levels to comply with, accept and promote the agreed objectives. The responsibility lies with the management of the individual operations, the employees and with the workers&rsquo; representatives, insofar as such a body exists. 
 
4.2. In the subsidiaries where Umicore has a significant presence, but does not exercise a dominant influence, Umicore undertakes to use all the resources at its disposal in order to promote the principles stated in this agreement. 
 
4.3. Umicore seeks business partners whose policies regarding ethical, social and environmental issues are consistent with our own Code of Conduct, which is complementary to this agreement. Umicore supports and expressly encourages its business partners (subcontractors and suppliers) to take into account and apply the ILO core labour standards in their own corporate policy. Umicore takes the view that in doing so it lays the basis for promising future business relations 
 
4.4. This Sustainable Development Agreement will be made available in the usual Umicore languages to the management, the workers&rsquo; representatives and employees of all operations throughout the Group within the first 3 months of signing. It is communicated via the intranet and via the Business Group - Business Unit reporting lines. All Units and sites ensure that the employees are properly informed and trained if needed.
5. Monitoring the agreement 
 
5.1. The unit/site management is first responsible for implementing and assuring that the site adheres to this agreement. 
 
5.2. According to Umicore&rsquo;s Code of Conduct, all employees have the right and duty to address issues and problems related to this agreement to their superior or, if they deem this is not to be appropriate, to the heads of the Corporate Legal or Internal Audit Departments. This will not be to their detriment neither will it entail any sanctions. 
 
The concerns or complaints may be reported in the preferred language. 
 
5.3. At Group level, a specific joint committee will be responsible for monitoring the implementation of this agreement. Within this committee, the management will be represented by the Corporate Senior Vice President Human Resources and the Corporate Senior Vice President Environment, Health and Safety who, in the framework of the joint committee&rsquo;s activities, will directly report to the Chief Executive Officer. Regarding the employees&rsquo; representatives, they will be represented by 1 representative of the International Metalworkers Federation (IMF), 1 representative of the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) and the Chairman of the European Works Council. 
 
5.4. The joint monitoring committee will meet once a year. At this annual meeting, the external auditor of the sustainable development report will present his audit report. Major complaints about the implementation of this agreement, addressed to or about local and corporate management or employees&rsquo; representatives, will be reviewed, as well as correction measures taken. 
 
5.5. As part of their monitoring competencies, the employee representatives of the monitoring committee can have every year a meeting with the employee representatives of one Umicore site, where employees are represented by delegates of union organizations affiliated to the IMF or ICEM. 
6. Validity of the agreement 
 
This agreement enters into force as from &hellip;&hellip; for a limited duration of 4 years. 
 
It can be terminated by any of the signatory parties by registered letter, subject to an advance notice of six months. 
 
Unless terminated within the period of validity of 4 years, the agreement is automatically extended for another 4 years. 
 
In the event of differences between the various language versions, the English version will be deemed authentic. 
 
This agreement is governed by Belgian law. Consequently, any disputes will fall within the exclusive competence of the Belgian courts.&nbsp; 
 
 
Signed by&nbsp;Umicore, the International Metalworkers For the International Federation of Federation (IMF) Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM).
Co-signatories: ACV, ABVV, ACLVB

Text of the Global Framework Agreement between Umicore and ICEM/IMF

Umicore, a Belgian metals group specialising in metal technology, chemicals, and catalysts systems, today signed a Global Framework Agreement jointly with the International Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) and the International Metalworkers&rsquo; Federation (IMF) in Brussels. 
The agreement, initiated by the Belgian union, Centrale Chr&eacute;tienne du M&eacute;tal de Belgique (CCMB), is for a 4-year period and contains language establishing a joint committee to review and monitor the agreement. 
<img height="97" alt="" src="" width="100" />&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<img height="86" alt="" src="" width="100" />
The framework agreement was co-signed by Belgian labour unions/federations Metaal/FGTB-ABVV, CGSLP-ACLVB, and CSC-ACV, the federation which affiliates CCMB. 
 
&ldquo;We are pleased to join with the IMF in establishing global standards with Umicore,&rdquo; said ICEM Gen. Sec. Manfred Warda. &ldquo;Umicore is a company that crosses into a number of sectors, including those both in ICEM and IMF&rsquo;s range.&rdquo; 
 
&ldquo;The significance of the agreement for us is this is our first joint agreement with another global union federation,&rdquo; said IMF Gen. Sec. Marcello Malentacchi. &ldquo;We are confident that both the IMF and ICEM, through our affiliates, will uphold the very best in social practices at Umicore.&rdquo; 
<img height="253" alt="" src="" width="380" />
From left, Kemal Ozkan and Manfred Warda, ICEM; Thomas Leysen and Ursula Saint-L&eacute;ger, Umicore; and Marcello Malentacchi, IMF 
The agreement contains 6 articles: Human Rights, Working Conditions, Environment, Implementation of Agreement, Monitoring, and Validity of Agreement. Under Human Rights, Umicore pledges to adhere to the UN Declaration of Human Rights, as well as adherence to ILO core labour standards. 
The latter specifically includes ILO Conventions 87 and 98 on freedom of association and collective bargaining, and other Conventions regarding child labour, forced labour, and non-discrimination and equal opportunities practices.
<img height="260" alt="" src="" width="390" />
Under Working Conditions, the company agrees to ILO Convention 100 on fair and adequate remuneration, and pledges not to compromise on safety and health conditions in any workplace, as well as striving to post continuous improvements in all occupational health and safety performance. The Environmental principles include a 6-point plan centred on sustainable development issues. 
 
In initiating the Global Agreement, the Belgian union CCMB steered Umicore into discussions with the ICEM and IMF. Those negotiations started in earnest in January 2007 and were included in June. The agreement marks the ICEM&rsquo;s 13th such framework pact with a transnational company, while IMF has now ratified 17 such agreements. 
 
Brussels-based Umicore employs 14,000 staff in 35 countries. It began in 1906 as a Belgian mining company in the Congo, and in 2001 changed its name from Union Mini&eacute;re to Umicore. With significant divestment in the 1990s, the company since 2000 has focused on 4 businesses: advanced materials, precious metals services, precious metals products and catalysts, and zinc specialities and alloys. 
The text of the agreement can be found <a href="/index.php?id=187&amp;doc=2411&amp;la=EN">here</a>. 
 
For further information, please contact 
Dick Blin, ICEM: +32-474-88.00.54. or <a href="mailto:Dick.blin@icem.org">Dick.blin@icem.org</a> 
Kristyne Peter, IMF: +41-79-205.44.58 or <a href="mailto:kpeter@imfmetal.org">kpeter@imfmetal.org</a>

ICEM, IMF Sign Global Accord with Umicore

The International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM) commends Turkish trade union affiliate Petrol-Is and management Fresenius Medical Care for signing a collective bargaining agreement today, 18 December, for workers at Novamed. The ICEM salutes the 300 workers of Novamed, a manufacturer of bloodline and kidney dialysis equipment, for their stand in becoming the first unionised workforce within the Antalya Free Trade Zone of Turkey. 
 
A three-year initial labour agreement was signed today in Istanbul between Petrol-Is and Novamed that ends a historic strike by 84 of the workers in Mersin, Antalya. The strike, which will stand as a test of courage for fairness and dignity on the job, began on 26 September 2006. 
<img height="215" alt="" src="" width="300" />
The (no longer) striking workers at Novamed
&quot;The ICEM is extremely proud to have played a major role in bringing a negotiated settlement that ends this long struggle,&quot; said General Secretary Manfred Warda. &quot;We especially commend the workers of Novamed, union leaders of Petrol-Is, and management of Fresenius in Germany and Novamed in Turkey for bringing resolve to issues that caused the strike. 
 
The settlement will bring the 84 strikers, 82 of whom are women, back to the job, and will grant all workers a wage increase of 5% for the first year, and of 4% for the second and third year of the agreement. It also brings a social package that includes a payment for each of two religious holidays in Turkey, as well as productivity and attendance bonuses for workers. All the striking workers will return to work on the 2nd of January 2008. 
<img height="174" alt="" src="" width="232" />
The ICEM recognises the work and cooperation done by the European Mine, Chemical, Energy Workers' Federation (EMCEF) and by ICEM&rsquo;s German affiliate IGBCE in helping to bring about the settlement. The ICEM also recognises the important role played by other trade unions, as well as by many women's groups, non-governmental organisations (NGOs) and others inside Turkey who shared steadfast support with the strikers. Warda paid special tribute to Petrol-Is President Mustafa Oztaskin and other leaders of the union for their efforts. 
 
&quot;This is a victory that the entire family of ICEM unions globally can be proud of,&quot; he said. &quot;The solidarity and support by many made it happen. We now extend to workers and managers alike at Novamed for a long and mutually beneficial relationship in this workplace.&quot; 
 
The strike drew worldwide interest following concerted action by the ICEM on 8 March 2007, International Women's Day, in which hundreds of trade unions and individuals rallied to the defence of workers. Following a meeting in Germany by ICEM, EMCEF, and IGBCE with corporate officials in late September 2007, negotiations began in Turkey, and after two sessions in October and November, the negotiations were concluded with an agreement on 18 December 2007.

447-Day Long Strike Ends with First Trade Union Inside Turkey&#039;s Antalya Free Trade Zone

<img height="39" alt="" src="" width="100" />
Many of the ICEM affiliated trade unions, in different countries, play important roles in their national trade union movements. One obvious example is Turkey, where Brother Mustafa Kumlu has been elected as President of the country&rsquo;s largest national confederation TURK-IS, at their Congress held in Ankara on December 6-9. 
 
Brother Kumlu, a titular Executive Committee member of the ICEM, where he represents Turkey, is the current President of the Turkish Electricity, Water and Gas Workers Union (TES-IS). He also is the Chairman of the ICEM Turkish Coordinating Committee.
<img height="96" alt="" src="" width="100" />
The President of another ICEM member union, Belediye-Is, Brother Nihat Yurdakul, got the confidence of the Congress delegates as one of the member in the 5-member Management Committee of the confederation. 
 
&ldquo;I congratulate you for being elected to this important duty. It is a great honour for the ICEM to see our long-standing colleagues in higher positions, serving members. I am sure you will continue to give more support to the ICEM activities with your new capacity in your country.&rdquo; said ICEM General Secretary Manfred Warda in his messages to Kumlu and Yurdakul.

ICEM Executive Committee member to Lead the Largest National Union Centre in Turkey

<img height="39" src="" width="100" alt="" />
The above-mentioned title was one of the main mottos of the Workers Group, which was coordinated by the ICEM, at the recent Experts&rsquo; Meeting of the International Labour Office (ILO) on Hazardous Chemical Substances. This meeting took place from 10 to 13 December in Geneva. 
 
The main purpose of the meeting was to discuss how ILO instruments, as well as other tools concerning occupational safety and health, and hazardous substances, could be best incorporated into a new policy framework and action plan. 
<img height="91" src="" width="98" alt="" />
The meeting examined the best practices and appropriate national legal frameworks to promote safe and healthy working environments. It also reviewed the roles of governments, and of employers&rsquo; and workers&rsquo; organisations, as well as ways of establishing tripartite consultation mechanisms on occupational safety and health, and of ensuring that workers and their organisations participate in the consultation mechanisms. 
 
The meeting further considered the impact of new and ongoing initiatives related to hazardous substances, including the UN-wide Strategic Approach to International Chemicals Management (SAICM) and the Globally Harmonized System of Chemical Classification and Labeling (GHS). 
<img height="99" src="" width="100" alt="" />
On the basis of the background paper prepared by the ILO (which <a href="http://www.ilo.org/public/english/dialogue/sector/techmeet/mepfhs07/mepfhs-r.pdf">can be found here</a>) and the subsequent actions of the Office, the meeting adopted recommendations, including on the need to increase, speed up and integrate the processes for the assessment and management of existing and new hazardous substances in the development and marketing of chemicals. This needs to take into account the special requirements for the protection of all workers, in particular for precarious and vulnerable workers, as well as facilitate access to information on preventive and protective measures. 
 
Other recommendations were on promoting the ratification and implementation of the up-to-date ILO&rsquo;s general OSH (Occupational Health and Safety) and chemical safety instruments, including ILO Conventions 155, 170, 174 and 187, as a comprehensive and coherent basis for the sound management of chemicals and the establishment; and on the need to increase and strengthen the dialogue and joint actions of employers and workers throughout all levels, including at the global scale, on OSH and chemical safety issues. 
 
&ldquo;It is an obvious success to see the main parameters of the Action Plan adopted by the ICEM World Conference for the Chemical Industries, which took place in 2006 in Trinidad &amp; Tobago, reflected in the final document of this ILO Meeting. ICEM and its affiliates should increase their efforts in protecting our members&rsquo; health and safety by using all the instruments at international level&rdquo; said ICEM General Secretary Manfred Warda.

Decent Work Must be Safe Work

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In a bold move aimed at narrowing the disparity between high and low wage earners in Japan, the Trade Union Confederation Rengo, on 4 December, adopted an official policy of raising pay levels for contract workers in its 2008 spring wage negotiations. 
 
The policy was adopted at Rengo's Central Committee meeting, and means that now it and Japanese Trade Union Confederation UI Zensen have prioritised that contract and temporary workers receive equal treatment to that of full-time employees in the country's social-work agenda. 
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Rengo's Central Committee also adopted a policy aimed at curbing the long work hours traditionally performed by Japanese workers. Rengo will demand that the legal premium for overtime pay be raised to 50% for work done on weekdays, and 100% on holidays. Currently, overtime pay is formulated at 25% above straight-time pay for weekdays and 35% for work performed on holidays. 
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In the spring 2008 wage offensive, Rengo will demand that companies sign a minimum wage agreement for contract workers, ensuring them of a salary that is higher than the official minimum wage. It will also push for revision of Japan's Worker Dispatch Law. That proposed change will guarantee more rights for contract workers and temporary workers. 
 
Both Japanese trade union confederations, Rengo and UI Zensen, are acutely aware that the number of workers recruited for full-time employment has decreased, while recruitment of temporary workers, or workers through labour staffing agencies, has dramatically increased.

Rengo&#039;s Central Committee Moves to Prioritise Higher Pay, Better Rights for Contract Workers

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Last month, full worker participation in a future, pan-European company became a reality with agreement by chemicals firm BASF that creates a European Works Council, and includes workers' representatives on its supervisory board. 
 
The employee participation agreement was signed by management and a special negotiating body representing BASF workers in Ludwigshafen, Germany. It is a final step in BASF converting from a German company, or Aktiengesselschaft (AG), to a European company, or Societas Europaea (SE). That transformation is expected to occur early in 2008. 
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Following that, BASF's supervisory board will be reduced from 20 to 12 members, with six of those to be workers' representatives. The newly-formed European Works Council will consist of 23 members from 12 European nations, of which eight will be from Germany. 
 
The agreement strengthens the participation of all European employees in the company. BASF said the accord will improve corporate governance. Legally, the new employee participation agreement will govern cross-border information and make sure that the consultation process involves workers. 
 
That social partnership process will convene three times yearly. In addition, the European Mine, Chemical, and Energy Workers' Federation (EMCEF) will hold the right to be present during all European Works Council meetings, as well as at the SE supervisory board meetings. ICEM German affiliate IGBCE called the BASF negotiated pact a yardstick by which to measure other companies seeking to become European entities.

BASF Signs Accord for Pan-European Worker Representation on Company Panels

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On 4 December, 500 European trade unionists from 17 countries gathered in Rotterdam, The Netherlands, for a European Day of Action against consumer products maker Unilever&rsquo;s harsh restructuring course.
The event, sponsored by the European Federation of Food, Agriculture, and Tourism Trade Unions (EFFAT), the European Mine, Chemical, and Energy Federation (EMCEF), and the European Works Council of Unilever, included a mass meeting, followed by a march to Unilever&rsquo;s Rotterdam headquarters, where a formal declaration was presented to senior executives.
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Globally, trade unions in a number of countries expressed solidarity with the European Action Day. In Mumbai, India, some 150 unionists, organised by the All India Council of Unilever Unions, held a mass rally on that day to protest the cuts. And in South Africa, Unilever workers from two plants conducted plant-gate pickets during the noon hour.
The six-point Rotterdam declaration presented to Unilever includes: clarity and perspectives from Unilever to European workers of the company; a halt to the current restructuring plan; an end to job dismissals and plant closures; respectful treatment to Unilever&rsquo;s No. 1 asset &ndash; its workers; and a call for full social dialogue with workers&rsquo; representatives to find alternative solutions to job cuts. 
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In early August 2007, the Anglo-Dutch company announced a global reorganisation plan that would make redundant one-tenth of its 180,000 employees. Of those 20,000 job cuts, 10,000 to 12,000 were from European operations, with 20 to 25 plants endangered over the next 3 years.

700 March in Rotterdam against Unilever on European Day of Action

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Decent Work Must be Safe Work

Rengo's Central Committee Moves to Prioritise Higher Pay, Better Rights for Contract Workers

BASF Signs Accord for Pan-European Worker Representation on Company Panels

700 March in Rotterdam against Unilever on European Day of Action

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