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After seven years and over 310 consecutive editions of ICEM InBrief, this is the final issue. A new weekly newsletter will debut upon the founding of IndustriALL in June.

Discontinuation of ICEM InBrief

The ICEM is calling on Pulp and Paper Activists to take immediate action in support of 45 members of UK&rsquo;s Unite the Unite, dockworkers at the Port of Tilbury in Essex, who today are concluding their third round of strike action against Enterprise Distribution Centre and the Stora Enso parent rolls they handle in this North Sea port.

	(Stora Enso Logistics is the operator of a warehouse at the port, employs management personnel there, and from all indications is the company that is seeking rollbacks on work terms through the Port of Tilbury&rsquo;s enterprise that ultimately will affect pay.)

	Copy the message in italics below and send to <a href="mailto:Jane.jeffery@unitetheunion.org; Diana.holland@unitetheunion.org; tony.burke@unitetheunion.org; andygreen63@aol.co.uk?subject=Support%20for%20Tilbury%20Dockworkers%2C%20Represented%20by%20Unite%20the%20Unite!!&amp;body=Dear%20Tilbury%2045%2C%0D%0A%0D%0AWe%20have%20heard%20from%20the%20ICEM%20about%20your%20valiant%20struggle%20to%20retain%20your%20living%20standards%20at%20the%20Port%20of%20Tilbury%2C%20living%20standards%20that%20Enterprise%20Distribution%20Centre%20and%20Stora%20Enso%20are%20attempting%20to%20strip%20from%20you.%20Please%20know%20that%20my%20union%20is%20aware%20of%20your%20strike%20actions%2C%20we%20are%20in%20full%20support%2C%20and%20we%20will%20do%20everything%20in%20our%20power%20to%20spread%20the%20word%20of%20this%20unfair%20assault%20on%20your%20livelihoods.%0D%0A%0D%0A(Signed)%0D%0A(Name%20of%20Union)%0D%0A">Port of Tilbury Dockworkers </a>by clicking this mail link.

	The situation is this: On 1 March, without negotiating with Unite, Enterprise unilaterally changed work shifts to where the 45 dock and warehouse workers are only called when a ship loaded with paper arrives from Sweden. Previously, they worked full work shifts. The change means a reduction in pay between &pound;2,500 and &pound;5,000 per year.

	The Tilbury 45 staged a 24-hour strike action on 8 May, a 48-hour strike on 21-22 May, and a 48-hour one that ends tonight (29 May) at 22h00. Tomorrow, 30 May, the union and management will enter into the first formal set of negotiations, even though the work-time rollback occurred three months ago.

	And also today, the Swedish Dockworkers&rsquo; Union will begin the first of two 24-hour strikes at Stora&rsquo;s port in Goteborg blockading the two ships (one owned by Stora) used to ferry parent rolls from Sweden to the UK&rsquo;s Tilbury Port. Do your part, copy the following message or send one in your own hand to the dockworkers at Unite the Union.

	(Subject heding) Support for Tilbury Dockworkers, Represented by Unite the Unite!!

	Dear Tilbury 45,

	We have heard from the ICEM about your valiant struggle to retain your living standards at the Port of Tilbury, living standards that Enterprise Distribution Centre and Stora Enso are attempting to strip from you. Please know that my union is aware of your strike actions, we are in full support, and we will do everything in our power to spread the word of this unfair assault on your livelihoods.

	(Signed)

	(Name of Union)

	A copy of the <a href="/wp-content/migration/icem/42.ICEM%20UK%20Enterprise%20Distribution.29May.pdf">ICEM letter</a> sent in support of the Tilbury 45 is here. Thank you for your prompt action in support of these workers!

UK Dockworkers Handling Stora Enso Parent Rolls Need Immediate Support

<img alt="" src="" style="width: 120px;height: 59px" width="390" />

	A two-day strike by ICEM Indonesian affiliate KSP2KI at one of the world&rsquo;s largest paper mills this week produced sizeable salary increases for over 13,000 workers. With strike support from nearly all workers at Asia Pulp and Paper&rsquo;s (APP) PT Pindo Deli&rsquo;s twin mills in Karawang, West Java, the union achieved substantially more than the minimum government-mandated increase that APP was at first willing to distribute.

	The two-year accord becomes retroactive to 1 April and grants workers, in some cases, a doubling of that provincial government minimum. KSP2KI, or &nbsp;Federasi Serikat Pekerja Pulp Dan Kertas, the Pulp and Paper Union of Indonesia, announced a three-day strike on 7 May but by yesterday, management had resumed talks and agreed to across-the-board increases.

	<img alt="" src="" style="width: 249px;height: 150px" width="390">

	Last month, managers of the 900,000-metric-tonnes-per-year paperboard, writing papers and tissue mills had unilaterally decided on the minimum increase while still in bargaining. The strike and yesterday&rsquo;s bargaining lifted the wage increase from 9.14% to 18% for most workers, with increases to 14.14% and 11.14% in other job classifications.

	That translates to an average IDR (Indonesia Rupiah) monthly increase of 139,363 (US$15.12). The minimum monthly pay at PT Pindo Deli in Karawang had been IDR 1,450,000 (US$157), so the pay grid for most workers will climb to above US$180-per-month.

	The ICEM commends the KSP2KI &ndash; a union with 7,650 members at the twin Karawang mills &ndash; for the well-organised strike action and subsequent result, and encourages all workers at Karawang, including workers of outsource companies operating inside the mills, to take up union membership.

	APP is part of Indonesian Sinar Mas Group and operates some ten paper machines and 14 paper-coating machines in the Karawang No. 1 and No. 2 mills in West Java. It also operates wholly-owned or majority-controlled pulp and paper mills &ndash; some nine in total &ndash; in other parts of Indonesia.

Short Strike Wins Big Pay Gains at APP Paper Mills in Karawang, Indonesia

ICEM HIV/AIDS e-bulletin - No. 80, May 2012

<img alt="" src="" style="width: 100px;height: 39px" width="390">

	Some 200 delegates and international guests gathered 11 May in the Serbian city of Kragujevac for the founding Congress of Industrija, Energija, Rudarstvo, or IER Nezavisnost, the new 35,000-member industrial front of UGS Nezavisnost that brings together the ICEM-affiliated Chemicals, Non-Metals and Mining Trade Union, or GSHNER Nezavisnost, with the federation&rsquo;s metalworking union (GSM Nezavisnost), and the Trade Union of Textile, Leather and Shoe Industries (GSTKO Nezavisnost), an affiliate of the International Federation of Textile, Garment and Leather Workers&rsquo; Federation (ITGLWF).

	The merger marked the first time in Serbia that trade unions combined to gain greater strength, rather than past trends of pulling apart.

	<img alt="" src="" style="width: 221px;height: 79px" width="390">

	Guest speaker, ICEM General Secretary Manfred Warda, made note of this fact and drew the parallel of this historic achievement to what is now occurring on the global level with the creation of IndustriALL.

	The founding Congress was held in Serbia&rsquo;s fourth largest city, a community now gearing up with production of a 2,500-worker Fiat automotive plant in which union recruitment will be essential. The Congress saw guests come from the International Metalworkers&rsquo; Federation (IMF), the European Metalworkers&rsquo; Federation (EMF), IndustriEnergi (IE) of Norway, FIM-CISL of Italy, FNME-CGT of France, Petrom of Romania, EKN of Croatia and KNG of Slovenia.

	Also in attendance were several representatives from regional-based companies, which signal realistic expectations that tri-partite and bi-lateral social dialogue is on the horizon.

	The Congress elected former GSHNER Nezavisnost President Milorad Panović as President and Dragon Vesić of that former union as General Secretary. Elected as Vice Presidents were former GSM Nezavisnost President Nenard Matić and former GSHNER Nezavisnost Vice President Zoran Pantelić. GSTKO Nezavisnost is represented on the eight-member Executive Committee by Bo&scaron;ko Karalić.

Serbian Branches of UGS Nezavisnost Merge Into Single Industry, Energy, Mine Union

<img alt="" src="" style="width: 100px;height: 39px" width="390">

	A strike by ICEM Indonesian affiliate KSP2KI at one of the world&rsquo;s largest paper mills last week produced sizeable salary increases for over 13,000 workers. With strike support from nearly all workers at Asia Pulp and Paper&rsquo;s (APP) PT Pindo Deli&rsquo;s twin mills in Karawang, West Java, the union achieved substantially more than the minimum government-mandated increase that APP was at first willing to distribute.

	As well, KSP2KI won substantial increases for the lowest paid paperworkers and an APP pledge that it would engage in continuous social dialogue with the union.

	<img alt="" src="" style="width: 212px;height: 159px" width="390">

	FSP2KI Strike Leaders

	The two-year accord became retroactive to 1 April and grants workers, in some cases, a doubling of the provincial government minimum. KSP2KI, or&nbsp; Federasi Serikat Pekerja Pulp Dan Kertas, the Pulp and Paper Union of Indonesia, announced a three-day strike on 7 May but because of the large strike turnout, management resumed talks and agreed to the across-the-board increases on the day the strike started.

	In March, managers of the 900,000-metric-tonnes-per-year paperboard, writing papers and tissue mills had unilaterally decided on the minimum increase while still in bargaining. The strike and immediate return to the table saw wages lifted from 9.14% to 18% for most workers at low-end classifications, with increases to 14.14% and 11.14% in medium- and top-level classifications.

	That translates to an average IDR (Indonesia Rupiah) monthly increase of 139,363 (US$15.12). The minimum monthly pay at PT Pindo Deli in Karawang had been IDR 1,450,000 (US$157), so the pay grid for most workers will climb to above US$180-per-month.

	&nbsp;&nbsp;&nbsp;<img alt="" src="" style="width: 225px;height: 169px" width="390">&nbsp;&nbsp;&nbsp;

	The ICEM commends the KSP2KI &ndash; a union with 7,650 members at the twin Karawang mills &ndash; for the well-organised strike action and subsequent result, and encourages all workers at Karawang, including workers of outsource companies operating inside the mills, to take up union membership.

	APP is part of Indonesian Sinar Mas Group and operates some ten paper machines and 14 paper-coating machines in the Karawang No. 1 and No. 2 mills in West Java. It also operates wholly-owned or majority-controlled pulp and paper mills &ndash; some nine in total &ndash; in other parts of Indonesia.&nbsp;

Indonesian Paperworkers Win Big Pay Gains in Short Strike

<img alt="" src="" style="width: 100px;height: 39px" width="390" />

	The two unions representing 43,000 Austrian chemical workers &ndash; ICEM affiliate PRO-GE and GPA-djp &ndash; reached 2012-13 wage terms with Fachverband der Chemischen Industrie (FCIO), the Chemical Industry Association on 11 May. The deal came following four difficult rounds of bargaining, and also came after public protests and authorisation for warning strikes late last week by PRO-GE&rsquo;s General Board.

	The result was an increase in minimum salaries of 4.5%, effective 1 May, and actual increases for all workers of 4.35%, or at least a monthly minimum increase of &euro;90 that, in essence, will lift the pay for lower salaried workers to over 5%.

	The agreement is for 12 months and covers some 270 chemical companies represented by FCIO.

	The unions won a 4.5% pay increase for apprentices, 4.5% added to shift and night shift premiums, and a 3.2% hike to work allowance benefits.

	<img alt="" src="" style="width: 180px;height: 120px" width="390" />

	3 May Manifestation in Schwechat

	But perhaps most notable in the new collective agreement is improved maternal leave language whereby women can spend up to two years at home, with 16 months of that credited in calculation of wage increases and retirement benefits. The unions also won for chemical workers added bereavement leave in cases of death of children, either those living at home or away from home.

	Deputy PRO-GE Chairman Alfred Artm&auml;uer and GPA-djp Secretary Roman Krenn, who jointly led the unions&rsquo; bargaining efforts, credited shop stewards across the Alpine nation for conducting meetings and mobilising chemical workers for the favourable agreement after the third round of talks failed on 27 April.

	Indicative of the mobilisations was a 3 May one in Schwechat near Vienna where 800 workers manifested at a Borealis polyolefin plant.

After Testy Talks, Austrian Chemical Workers Agree to 4.35% Wage Hikes

<img alt="" src="" style="width: 100px;height: 39px" width="390" />The current propensity by multinationals to lock-out Canadian workers when they refuse cutbacks to their work standards continues. On 5 May, Evraz North America, the wholly-owned subsidiary of Luxembourg-based Evraz Group, locked out 105 union members of Canadian Auto Workers (CAW) Local 551 in Camrose, Alberta.The lockout comes three months after expiration of a prior labour agreement and more tellingly, comes during a boom cycle of steel pipe manufacturing, with the Camrose mill residing squarely and profitably inside the booming bitumen oil production fields of western Canada.Evraz is seeking elimination of the defined benefit pension scheme for new employees, cuts in retiree benefits for future pensioners, and has offered pay rates in a new three-year contract that are less than what it agreed to at union-represented tubular pipe factories in Regina, Saskatchewan, and Calgary, Alberta, late last year. The company also seeks to slash vacation benefits in Camrose.Meanwhile, due to an acute shortage of skilled workers in the Canadian tar sands, the Camrose factories have been unable to hire enough metalworkers to operate around-the-clock operations and even before the lockout, the company has been stretched thin in meeting existing orders from oil- and gas-producing firms.&ldquo;It is completely unfathomable that workers in the oil and gas industry working in the hottest economy in North America are being attacked and threated to give back long fought gains,&rdquo; said CAW National Representative Todd Romanow.&nbsp;&nbsp;<img alt="" src="" style="width: 120px;height: 157px" width="390" />&nbsp;&nbsp;Todd RomanowLast year, the United Steelworkers (USW) set up a global <a href="/en/78-ICEM-InBrief/4346-Steelworkers-Form-a-98Unity-Councila-for-Evraz-Metal-Mine-Workers">Unity Council</a> for workers and their unions of the Evraz Group. In a message to USW Local 6673 in Calgary and USW Local 5890 in Regina, Romanow wrote:&ldquo;At the heart of this attack is the removal of our defined benefits plan and retiree benefits for future employees but make no mistake, the fight is bigger than that as it is an attack from a multinational conglomerate on working people and the middle class.&rdquo; He added it is &ldquo;all in the name of corporate greed and insatiable profits.&rdquo;The Evraz Group is controlled by holding companies connected to the Russian oligarch Roman Abramovich, owner of UK&rsquo;s Chelsea football club of the English Premier League. It is Russia&rsquo;s largest steelmaker, operates iron ore and coal mines throughout the world, and is North America&rsquo;s largest producer of tubular pipe and second largest maker of steel plate.In Camrose, a facility Evraz got in 2007 with the US$2.3 billion acquisition of US-based Oregon Steel Mills, the company operates two pipe mills, one making 16-inch piping and casing for drilling and transport of oil and natural gas, the other producing large-diameter pipe used in transmission lines.

Evraz Pipe Shamefully Locks Out Members of Canadian Auto Workers

<img alt="" src="" style="width: 120px;height: 59px" width="390" />

	The current propensity by multinationals to lock-out Canadian workers when they refuse cutbacks to their work standards continues. On 5 May, Evraz North America, the wholly-owned subsidiary of Luxembourg-based Evraz Group, locked out 105 union members of Canadian Auto Workers (CAW) Local 551 in Camrose, Alberta.

	The lockout comes three months after expiration of a prior labour agreement and more tellingly, comes during a boom cycle of steel pipe manufacturing, with the Camrose mill residing squarely and profitably inside the booming bitumen oil production fields of western Canada.

	Evraz is seeking elimination of the defined benefit pension scheme for new employees, cuts in retiree benefits for future pensioners, and has offered pay rates in a new three-year contract that are less than what it agreed to at union-represented tubular pipe factories in Regina, Saskatchewan, and Calgary, Alberta, late last year. The company also seeks to slash vacation benefits in Camrose.

	Meanwhile, due to an acute shortage of skilled workers in the Canadian tar sands, the Camrose factories have been unable to hire enough metalworkers to operate around-the-clock operations and even before the lockout, the company has been stretched thin in meeting existing orders from oil- and gas-producing firms.

	&ldquo;It is completely unfathomable that workers in the oil and gas industry working in the hottest economy in North America are being attacked and threated to give back long fought gains,&rdquo; said CAW National Representative Todd Romanow.

	<img alt="" src="" style="width: 120px;height: 157px" width="390" />

	Todd Romanow

	Last year, the United Steelworkers (USW) set up a global <a href="/en/78-ICEM-InBrief/4346-Steelworkers-Form-a-98Unity-Councila-for-Evraz-Metal-Mine-Workers">Unity Council</a> for workers and their unions of the Evraz Group. In a message to USW Local 6673 in Calgary and USW Local 5890 in Regina, Romanow wrote:

	&ldquo;At the heart of this attack is the removal of our defined benefits plan and retiree benefits for future employees but make no mistake, the fight is bigger than that as it is an attack from a multinational conglomerate on working people and the middle class.&rdquo; He added it is &ldquo;all in the name of corporate greed and insatiable profits.&rdquo;

	The Evraz Group is controlled by holding companies connected to the Russian oligarch Roman Abramovich, owner of UK&rsquo;s Chelsea football club of the English Premier League. It is Russia&rsquo;s largest steelmaker, operates iron ore and coal mines throughout the world, and is North America&rsquo;s largest producer of tubular pipe and second largest maker of steel plate.

	In Camrose, a facility Evraz got in 2007 with the US$2.3 billion acquisition of US-based Oregon Steel Mills, the company operates two pipe mills, one making 16-inch piping and casing for drilling and transport of oil and natural gas, the other producing large-diameter pipe used in transmission lines.

Evraz Pipe Unjustifiably Locks Out Canadian Auto Workers Unionists

<img alt="" src="" style="width: 40px;height: 40px;cursor: default" width="390" /><div>In this last issue of the ICEM HIV/AIDS newsletter, we cover aspects of the ongoing HIV/AIDS project, which comes to an end in December 2012.&nbsp;A new project proposal for sub-Saharan IndustriALL affiliates is being developed. Since 2005, the ICEM HIV/AIDS project has covered much ground. But without question, there is still much work left to be done.<img alt="" src="" style="width: 40px;height: 40px;cursor: default" width="390" />Dear Readers, Friends, ComradesAs announced in the May issue, this is the last issue of the ICEM HIV/AIDS e-bulletin. We thank all readers for their interest and hope that we have succeeded in making a contribution to the dissemination of useful information over almost seven years.Next week, the ICEM, the International Metalworkers&rsquo; Federation (IMF) and the International Textile, Garment and Leather Workers&rsquo; Federation (ITGLWF) will hold their dissolution congresses in Copenhagen. Immediately after that the Founding Congress of the new Global Union Federation, IndustriALL, will take place. </div>Editor: Hans J Schwass, ICEM HIV/AIDS Consultant<img alt="" src="" style="width: 40px;height: 40px;cursor: default" width="390" />HIV/AIDS is a Workplace Issue; Unions Have Central Roles to PlayThis has been the leading message of the ongoing HIV/AIDS project, which has been running since 2005. The first phase of the project was sponsored by LO/TCO Biståndsnämnd, Sweden, and FNV Mondiaal, Netherlands, and ran from 2005 to 2008, with an additional project year in 2009. After a thorough internal assessment in 2008, a new project was approved, running from 2010 to 2012, sponsored by SASK of Finland and FNV Mondiaal. ICEM affiliates in these countries gave strong support and contributed financially to the project.Throughout the project periods, national HIV/AIDS coordinators were trained in regional workshops. At national level, activities started off with peer education and awareness and prevention campaigns. Increasingly, however, VCT campaigns were organised and thousands of workers, their families and members of the community queued up to know their status.Some progress has also been made on the adoption of workplace policies and the insertion of HIV/AIDS clauses in collective bargaining agreements. Despite a sometimes adverse relationship over conventional bargaining issues, companies must be seen as partners in the fight against the epidemic since an effective HIV/AIDS policy cannot be implemented without the participation of employers.HIV/AIDS workplace policies should also draw on the resources of companies for skills training, awareness and prevention campaigns and for VCT and ART services. Cost-benefit analyses have shown that even small expenses by companies for HIV/AIDS activities result in reduced costs for medical schemes, higher productivity, and reduced expenditure for training. Unions must continue to convince employers that it makes business sense to invest in the fight against HIV/AIDS.At the heart of the ongoing HIV/AIDS project are annually-approved national HIV/AIDS programmes that run in each of the 11 project countries. These &ldquo;projects-within-a-project&rdquo; are applied for by the national coordinators to the Sub-Saharan HIV/AIDS project coordinator, who discusses, approves and monitors all these individual national plans for action.Women issues in relation to HIV and AIDS also received a boost with two women-only sub-regional workshops in 2010 and 2011. Women&rsquo;s empowerment in taking control of their reproductive rights and dealing with issues such as violence at home and sexual harassment at the workplace were at the heart of these workshops. The use of female condoms was also promoted. The sub-regional workshops in turn led to women activities organised at national level. Several of these were not only relevant with respect to HIV/AIDS, but also strengthened unions by integrating more women in their union work and by recruiting more female members.Fighting HIV and AIDS is a national policy matter. All target countries have national policies to fight the pandemic and a National AIDS Commission, which coordinates the efforts of all stakeholders. It is important that trade union activities fit into this general framework. For this to happen, unions must be recognised as partners in national policy implementation and, subsequently, they have to actively seek contacts with national HIV/AIDS bodies.As part of the fight against the pandemic, trade unions should also seek the participation of NGOs in their activities and build alliances with them. NGOs often have more expertise and experience as they concentrate on one issue. Of utmost importance is the involvement of organisations of People Living with HIV/AIDS to reduce stigma and to demonstrate that HIV and AIDS should be treated like any other condition or disease.From its adoption by the International Labour Conference of the ILO in June 2010, ILO Recommendation 200 concerning HIV and AIDS and the World of Work, was promoted at in regional and national ICEM HIV/AIDS events. This is the first international human rights instrument to focus on HIV and AIDS and the world of work. All workers are protected by the new labour standard, including those in informal economies. As Recommendation 200 becomes more widely known and accepted, it has the potential to develop into a tool for unions to use.The Global Action Plan for the implementation of R200, as adopted by the ILO Governing Body in March 2011, seeks three outcomes for the period 2011 to 2015: reduction of stigma and discrimination, increased access to services, and scaled-up action by world of work actors.In our work, we also made a link to the broader ILO Decent Work Agenda, which is central in efforts to reduce poverty and to make occupational health and safety an integral part of the Decent Work Agenda. Important in this, as far as HIV/AIDS is concerned, is often not so much the job itself, but the conditions around it that can lead to behaviour that puts workers and their dependents at risk of acquiring HIV, such as working and living conditions of workers in remote mining areas, which contribute to an increasing infection rate.At global level, good cooperation was established with ILO/AIDS. Technical cooperation was not only extended by the ILO Head Office in Geneva but also by country offices where activities were organised. Special mention must be made of the cooperation with the ILO Delhi office, which greatly contributed to the success of the HIV/AIDS project in India, and of the collaboration with the ILO Pretoria office, which gave a boost to work on the ILO Decent Work Agenda and Recommendation 200.Work was initiated with the Global Fund to Fight AIDS, Tuberculosis and Malaria, the World Bank (WB AIDS Campaign Team for Africa) and the World Bank&rsquo;s International Finance Corporation (IFC against AIDS) with the objective to promote the concept of public/private partnership and co-investment with the involvement of unions. The dictum has been that the private sector is business and organised labour, i.e. trade unions. When skills training, knowledge transfer and other assistance are extended to management, it should also be offered to unions. No HIV and AIDS interventions at the workplace are effective if workers and their representatives are not included. Unfortunately, these organisations have not been responsive to such legitimate demands.An HIV/AIDS e-bulletin has been published monthly since October 2005. A dedicated HIV/AIDS website provided access to useful materials and links to other websites. Materials have included a leaflet, a manual for collective bargaining on HIV and AIDS issues, and a guide for resources and finance for HIV/AIDS activities. Very important for union work at the national level, a model union policy and a workplace policy on HIV/AIDS were developed.Another element of the work at global level has been the successful acquisition of additional funding to expand the project beyond Africa. Corporate partnership and solidarity contributions from affiliates made it possible to run HIV/AIDS projects in India, Trinidad &amp; Tobago, Mongolia, and Colombia. Supplementary funding was also obtained for Sub-Saharan Africa, mainly earmarked for VCT campaigns in Tanzania and Nigeria. The Danish LO/FTF supported a three-year project (2009-2011) in the mining sector in Ethiopia.While a lot has been achieved in the past years, much more still needs to be done. It was therefore decided to seek a continuation of the HIV/AIDS project and look at developing a new project proposal for sub-Saharan African IndustriALL affiliates for the years 2013-2015. Discussions are ongoing with the donor community on this.

ICEM HIV/AIDS e-bulletin - No. 81, June 2012

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