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The exchange of information and the development of good working practice within StatoilHydro worldwide operations. 

 
1 PREAMBLE 
 
This agreement is set up by Industri Energi, as the central bargaining union for StatoilHydro operations in Norway and Industri Energi on behalf of ICEM (International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions) which represents trade unions organising StatoilHydro employees in the Company world-wide and StatoilHydro. 
 
The purpose of the agreement is to create an open channel of information between Industri Energi /ICEM and StatoilHydro Management about industrial relations issues in order to continuously improve and develop good work practices in StatoilHydro's worldwide operations. 
 
This agreement covers all activities where StatoilHydro has direct control. Where StatoilHydro does not have overall control, it will exercise its best efforts in order to secure compliance with the standards set out in this agreement. StatoilHydro will notify its subcontractors and licensees of this agreement and encourage compliance with the standards. 
 
Based on the Parties&rsquo; common recognition of fundamental human rights and StatoilHydro's own values, the purpose is to monitor the practical application of the agreed principles and to discuss any improvements in the working practices or any positive contribution the Parties may make to the eradication of poverty through economic and social progress. 
 
2 HUMAN RIGHTS, INDUSTRIAL RELATIONS AND HSE ISSUES 
 
StatoilHydro and Industri Energi/ICEM affirm their support for fundamental human rights in the community and in the place of work. Furthermore, the Parties recognise the importance of protecting safety, health and well being at work and share the concern about the impact of exploitation that production, use and disposal may have upon the natural and human environment. This agreement is intended to ensure the best possible standards of protection for those employed in our business. 
 
The respect of human rights includes: 
 
&bull; The right of every employee to be represented by a union of his or her own choice and the basic trade union rights as defined by ILO Convention 87 and 98 covering freedom of association and the right to organise, as well as the right to engage in collective bargaining. StatoilHydro therefore agrees not to oppose efforts to unionise its employees. 
 
&bull; A commitment not to employ forced or bonded labour as proscribed in the IL0 Conventions 29 and 105 or otherwise. 
 
&bull; A commitment to employ no child labour as proscribed by IL0 Convention 138. 
 
&bull; A commitment to exercise equality of opportunity and treatment in recruitment, employment, training and career development, including equal remuneration for men and women for work of equal value, and the prevention of discrimination*, in respect of employment and occupation as required by ILO Conventions 100 and 111 respectively. 
 
&bull; A commitment to pay fair wages and benefits according to good industry standards in the country concerned. 
 
&bull; A commitment to provide a safe and healthy work environment, deploying common &quot;best practice&quot; standards. 
 
&bull; Ensure that the company provides a clear and supportive policy on HIV/AIDS and that this policy is effectively implemented throughout StatoilHydros operations. 
 
 
* Discrimination is defined as any distinction, exclusion, or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment 
 
3 ENVIRONMENTAL ISSUES 
 
StatoilHydro and Industri Energi/ICEM will cooperate to ensure that StatoilHydro activities are carried out with the fullest possible regard for the environment in particular this will include: 
 
&bull; Supporting a precautionary approach to environmental challenges. 
 
&bull; Undertaking initiatives to promote greater environmental responsibility. 
 
&bull; Encouraging the development and diffusion of environmentally friendly technologies. 
4 IMPLEMENTATION 

4.1 Annual Meeting 
 
StatoilHydro and Industri Energi/ICEM will meet annually to review practice in the area of the agreed principles and follow up this Agreement. The purpose shall be to discuss the issues covered by this agreement with a view to jointly agreeing actions that will further develop good working practices. In addition to the general industrial issues and HSE-matters, the following topics may be addressed: 
 
&bull; General corporate policy on employment, occupational health, safety and environmental issues affecting within the company and, as appropriate, between the company and its related companies including suppliers and subcontractors. 
 
&bull; The economic and financial position of the company and the development of its business and related activities. 
 
&bull; Training matters. 
 
&bull; Issues affecting the exercise of trade union rights. 
 
&bull; Any other issues mutually agreed upon. 
 
Participants at these annual meetings will normally be 4-5 senior officials from Industri Energi/ICEM and relevant managers from StatoilHydro. 

StatoilHydro and Industri Energi/ICEM will meet annually to review practice in the area of the agreed principles and follow up this Agreement. The purpose shall be to discuss the issues covered by this agreement with a view to jointly agreeing actions that will further develop good working practices. In addition to the general industrial issues and HSE-matters, the following topics may be addressed: &bull; General corporate policy on employment, occupational health, safety and environmental issues affecting within the company and, as appropriate, between the company and its related companies including suppliers and subcontractors. &bull; The economic and financial position of the company and the development of its business and related activities. &bull; Training matters. &bull; Issues affecting the exercise of trade union rights. &bull; Any other issues mutually agreed upon. Participants at these annual meetings will normally be 4-5 senior officials from Industri Energi/ICEM and relevant managers from StatoilHydro.
4.2 Local Industrial Relations practice 
 
The agreement between the Parties shall be applied consistently throughout StatoilHydro operations but is not intended to replace or interfere with local industrial relations practice related to information, problem solving and negotiations. The Parties to the agreement respect the principle that industrial relations issues are best resolved as close as possible to the place of work. 

4.3 Training Programmes 
 
Industri Energi/ICEM and StatoilHydro will cooperate in developing joint training arrangements covering those issues &ndash; and their implementation - dealt with in this agreement. This will include appropriate training in health, safety and environmental best practice for union delegates from countries where StatoilHydro is the operator. It will also include Management training programmes within StatoilHydro. The cost of Industri Energi/ICEM involvement in StatoilHydro training programmes may be covered by StatoilHydro, subject to agreement. 

4.4 Union delegates 
StatoilHydro will refrain from dismissing or otherwise discriminating against union delegates, identified as such by the Parties, or employees providing information relevant to the observance and implementation of this Agreement. All union delegates must agree to respect the commercial confidentiality of information disclosed in the exercise of their duties. 
 
StatoilHydro will assist union delegates in the performance of their functions by making available relevant information and other agreed facilities. When it is necessary to take time off from work to perform these functions this will be agreed upon locally and may be given as paid time off within the framework of local agreements. 
 
StatoilHydro may also facilitate the opportunity for union representatives from StatoilHydro operations to meet as necessary to discuss the application and future development of this agreement. 

StatoilHydro will refrain from dismissing or otherwise discriminating against union delegates, identified as such by the Parties, or employees providing information relevant to the observance and implementation of this Agreement. All union delegates must agree to respect the commercial confidentiality of information disclosed in the exercise of their duties. StatoilHydro will assist union delegates in the performance of their functions by making available relevant information and other agreed facilities. When it is necessary to take time off from work to perform these functions this will be agreed upon locally and may be given as paid time off within the framework of local agreements. StatoilHydro may also facilitate the opportunity for union representatives from StatoilHydro operations to meet as necessary to discuss the application and future development of this agreement. 
4.5 Information 
 
Industri Energi/ICEM will distribute copies of this agreement to all its member unions that organise employees in StatoilHydro companies around the world, and will broadly publicise the existence of the agreement and explain its implications to its unions in the Company. 
 
StatoilHydro will in the same manner distribute copies of this agreement to all StatoilHydro offices in local languages of the countries concerned and will inform local management of the existence and contents of this Agreement. 
 
Any external information about this agreement shall be mutually agreed by the Parties. 

4.6 Administration 
 
The President of Industri Energi on behalf of ICEM or person authorised by him, and the Vice President Labour Relations in StatoilHydro are responsible for the administration of this agreement. 
 
5 DURATION AND EVALUATION 
 
The duration of this agreement is two years, until 1st September 2010, after which this agreement will be evaluated and may be prolonged for a new period. 

 
Gen&egrave;ve, Nov 13th . 2008 

 
Lars Myhre on behalf of Leif Sande Industri Energi
Erling Brevik StatoilHydro&nbsp; 
Manfred Warda ICEM

Text of the Global Agreement between the ICEM and StatoilHydro

The Board of Management of the Freudenberg Group acting for all companies of the Group in which it exercises corporate leadership (&ldquo;Freudenberg Group&rdquo;), 
 
and 
 
The International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM), as well as 
 
Industriegewerkschaft Bergbau, Chemie, Energie (&ldquo;IG BCE&rdquo;) 
Agree on the following principles for cooperation between the parties, which shall have worldwide effect. 
 
Preamble 
This Agreement is - on the basis of long-term economic success in all companies in the Freudenberg Group - aimed at the following:
<blockquote dir="ltr">
&middot; to promote cooperation and social responsibility 
 
&middot; to strengthen social dialogue as well as mutual information and joint consultations 
 
&middot; to adhere to and continue to develop the required and necessary standards concerning occupational safety, health and environmental protection. 
</blockquote>
This agreement is intended to create an open level of information exchange between the Board of Management of the Freudenberg Group on the one hand and ICEM and its affiliated organisations on the other hand thereby serving as an important basis for developing labour relations in the company. 
 
This agreement is based on the social commitment that the Freudenberg Group has towards all its employees. 
 
 

Economic Success, Social Progress, Basic Ethical Principles 
The contracting parties agree that on the basis of cooperation geared to the long-term economic success of the Freudenberg Group they wish together to pursue job security and social justice. Even though their interests may sometimes differ, the joint efforts of the contracting parties are aimed at finding mutually viable solutions, also in case of conflicts, on the basis of appropriate dialogue. 
 
In order to guarantee the long-term economic success of the Freudenberg Group and to fulfil its social commitments vis-a-vis its employees a successful development of all corporate functions and business groups and healthy growth are necessary. 
 
Confidence and cooperation between management, employees and their representatives, innovation and flexibility in work organisation are the basis for the employees&rsquo; future success and that of the Freudenberg Group. 
 
The Freudenberg Group condemns involvement in unethical or illegal business. As a matter of principle no weapons or any kind of war materials similar to weapons shall be produced. 

Labour Relations &ndash; Minimum Standards 

The relationship between employees and the Board of Management of the Freudenberg Group are marked by mutual respect, understanding and confidence. Both contracting parties confirm their support for human rights in society and at the workplace. Existing ILO agreements stipulating these minimum standards are guidelines for the Freudenberg Group. This particularly includes the following conventions banning: 
<blockquote dir="ltr">
&middot; forced labour according to the definitions included in ILO Conventions 29 and 105; 
 
&middot; child labour according to the definitions included in ILO Convention 138; 
</blockquote>
as well as the demand to ensure 
<blockquote dir="ltr">
&middot; equal opportunities and equal treatment on the job in accordance with ILO Conventions 100 and 111; 
 
&middot; safeguarding freedom of association and the respect for basic trade union rights in accordance with ILO Conventions 87 and 98. 

</blockquote>
 
The Role of Workers&rsquo; Representatives and Trade Union Rights
The right of the employees in the Freudenberg Group to freely join trade unions of their choice, to elect workers&rsquo; representatives and to represent their interests in negotiations concerning collective bargaining agreements is acknowledged. 
 
It is part of the cooperation and confidence between the Board of Management of the Freudenberg Group and employees that wherever the employees wish to organise themselves in trade unions and trade unions apply for recognition, ways are sought to develop good labour relations in joint dialogue. This rules out any kind of unequal treatment, discrimination or sanctions against trade union organisation. The basis for this is the ban on discrimination against shop-floor or trade union representatives included in ILO Convention 135. 

 
Ecological Progress &ndash; Occupational Safety and Health and Environmental Protection 
Sustainable protection of the environment and natural resources is one of the aims established in the guiding principles for the Freudenberg Group. The Freudenberg Group and its family shareholders are committed to protecting the environment and being responsible corporate citizens in all states, countries and communities in which they do business. They take all possible care to ensure the safety of the workplace and of their products. 

 
Flexibility, new Forms of Work Organisation 
The Board of Management of the Freudenberg Group on the one hand, and ICEM and IG BCE on the other, agree that the long-term and sustainable economic success of the Freudenberg Group, necessary for guaranteeing jobs, depends on the individual business groups&rsquo; international competitiveness and their ability to maintain and assert themselves on the world market. Every effort shall be made on the local and international level to achieve a consensus about the introduction of flexible, efficient and customer-oriented forms of work organisation. When implementing this, the needs of the employees shall be taken into account while respecting local diversity. 

 
Concluding Remarks 
In order to inform each other of the implementation of the agreement and any issues in connection with it as well as to have an exchange of experience, consultations shall take place once a year. This includes monitoring the agreement reached. Participants shall be the Member of the Freudenberg Board of Management responsible for Personnel and the General Counsel of the Freudenberg Group, a member of ICEM's Secretariat and the Head of the International Department of IG BCE. Good examples of developing labour relations, improving occupational safety and health and environmental protection and other items particularly worthy of support can be the object of this dialogue in order to possibly utilize them in the cooperation at other corporate levels. 
 
Both sides commit themselves to contact each other directly and immediately in case any conflicts or violations of the agreement arise, in order to seek a common solution. 
 
ICEM will inform its affiliates about the agreement reached. Similarly the Board of Management of the Freudenberg Group will inform the Management of the business groups about this Agreement. 
 
This Agreement enters into force with the signature of both parties and will be valid until 31 December 2001. An extension and further development in the spirit of the Agreement is intended. 
 
This Agreement was originally signed and executed in the German language. In case of any discrepancy between this version and the German version, the German version shall prevail. 
 
 
Weinheim, 18. August 2000 
 
 
Freudenberg &amp; Co. 
Board of Management 
 
International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) 
 
Industriegewerkschaft Bergbau, Chemie, Energie

Text of the ICEM Global agreement with Freudenberg

<a href="/?id=77&amp;doc=648">Original release No. 14/2000 
</a> 
Nationalratswahl und Regierungsbildung in &Ouml;sterreich 
 
Das Wahlergebnis 
 
Am 3. Oktober haben die &Ouml;sterreicherinnen und &Ouml;sterreicher ihren Nationalrat (Parlament) neu gew&auml;hlt. Stimmenst&auml;rkste Partei wurde dabei die Sozialdemokratische Partei &Ouml;sterreichs (SP&Ouml;) mit 33,15 Prozent der Stimmen, gefolgt von der Freiheitlichen Partei (FP&Ouml;) mit 26,91 %, danach folgten die &Ouml;sterreichische Volkspartei (&Ouml;VP) mit 26,91 % und die Gr&uuml;nen mit 7,40 %. Das bis dahin im Nationalrat vertretene Liberale Forum erreichte nur 3,65 % und ist wegen der n&ouml;tigen 5 %-H&uuml;rde nicht mehr im Nationalrat vertreten. 
 
Die Ausgangslage 
 
Schon vor der Wahl hat sich abgezeichnet, dass die innenpolitische Situation nach der Wahl nicht einfach sein w&uuml;rde: 
 
Die zwei &quot;Gro&szlig;parteien&quot; SP&Ouml; und &Ouml;VP haben in den letzten Jahren stetig W&auml;hlerinnen und W&auml;hler verloren, die FP&Ouml; hat dazu gewonnen. Inzwischen muss man also schon von drei &quot;Mittelparteien&quot; sprechen. 
Die bis zum 3. Oktober in einer Koalition mit der &Ouml;VP regierende SP&Ouml; hat vor der Wahl bekr&auml;ftigt, dass sie keine Regierungszusammenarbeit mit der FP&Ouml; eingehen werde. 
 
Wenige Tage vor der Wahl hat &Ouml;VP Chef Wolfgang Sch&uuml;ssel angek&uuml;ndigt, die &Ouml;VP werde in Opposition gehen, sollte sie bei der Wahl auf den dritten Platz abrutschen. 
 
Gespr&auml;che und Verhandlungen 
 
Das Wahlergebnis vom 3. Oktober war f&uuml;r das seit 1986 von einer SP&Ouml;-&Ouml;VP Koalition regierte &Ouml;sterreich ein innenpolitisches Erdbeben. Angesichts der schwierigen Lage beauftragte Bundespr&auml;sident Thomas Klestil SP&Ouml; Chef Viktor Klima vorerst, mit allen Parlamentsparteien &quot;Sondierungsgespr&auml;che&quot; &uuml;ber die Bildung einer neuen Regierung zu f&uuml;hren. Hintergrund dieser Gespr&auml;che war es, der &Ouml;VP den Weg aus ihrer Oppositionsansage doch noch zu erm&ouml;glichen. Auch in der &Ouml;VP selbst gab es inzwischen Diskussionen dar&uuml;ber, ob man wie angek&uuml;ndigt in Opposition gehen oder doch mit der SP&Ouml; in Verhandlungen treten sollte. 
 
Nach harten und intensiven, insgesamt aber konstruktiven Verhandlungen zwischen SP&Ouml; und &Ouml;VP gab es in weiten Bereichen Ann&auml;herungen, die eine Einigung auf ein gemeinsames Regierungsprogramm in greifbare N&auml;he r&uuml;ckten. 
 
Am Thema &quot;Pensionen&quot; entspann sich aber ein Konflikt, der unter anderem Anlass f&uuml;r das Scheitern und den Abbruch der Verhandlungen war. Rudolf N&uuml;rnberger, Vorsitzender der Metallergewerkschaft und als Chef der Sozialdemokratischen Gewerkschafter Mitglied im Verhandlungsteam der SP&Ouml;, verweigerte seine Zustimmung zu den Pensionspl&auml;nen. Dabei sollte das gesetzliche Antrittsalter bei Fr&uuml;hpensionen um zwei Jahre erh&ouml;ht werden, begleitende Ma&szlig;nahmen zur Erhaltung und Schaffung von Arbeitspl&auml;tzen f&uuml;r &auml;ltere Arbeitnehmerinnen und Arbeitnehmer oder die Angleichung der unterschiedlichen Pensionsysteme fehlten in den Pl&auml;nen jedoch. 
 
SP&Ouml;-Chef Viktor Klima blieb also nichts anderes, als Bundespr&auml;sident Thomas Klestil vom Scheitern der Verhandlungen mit der &Ouml;VP zu berichten. Klima schlug Klestil die Bildung einer Minderheitsregierung vor. 
Relativ rasch war aber klar, dass eine SP&Ouml;-Minderheitsregierung im Parlament - mit Ausnahme der Gr&uuml;nen in einigen Bereichen - keine Unterst&uuml;tzung finden w&uuml;rde und dass baldige Neuwahlen die Folge daraus w&auml;ren. 
 
Die FP&Ouml;-&Ouml;VP Koalition 
 
&Ouml;VP und FP&Ouml; hatten inzwischen schon Verhandlungen &uuml;ber die Bildung einer FP&Ouml;-&Ouml;VP Koalition begonnen. Binnen weniger Tage gab es ein fertiges Regierungsprogramm. Demgegen&uuml;ber standen mehrere Wochen lange Verhandlungen der SP&Ouml; mit der &Ouml;VP, vielfach wurde daher vermutet, dass die &Ouml;VP nur zum Schein mit der SP&Ouml; verhandelt hatte und eine FP&Ouml;-&Ouml;VP Koalition schon l&auml;nger ausgemachte Sache war. 
Noch vor dem offiziellen Auftrag zur Regierungsbildung durch den Bundespr&auml;sidenten unterzeichneten &Ouml;VP Chef Wolfgang Sch&uuml;ssel und FP&Ouml; Chef J&ouml;rg Haider den ausverhandelten Pakt vor der internationalen Presse. Bundespr&auml;sident Klestil, der nie seine Ablehnung gegen eine FP&Ouml;-&Ouml;VP Koalition verhehlt hatte, gelobte die neue Bundesregierung am 4. Februar in der Wiener Hofburg an. 
 
 
Die Position der Gewerkschaften zum FP&Ouml;-&Ouml;VP Regierungsprogramm 
 
Der &Ouml;sterreichische Gewerkschaftsbund und seine Fachgewerkschaften lehnen den Regierungspakt ab: 
Er bringt massive, einseitige Belastungen f&uuml;r die Arbeitnehmerinnen und Arbeitnehmer, besonders f&uuml;r ArbeiterInnen, aber auch f&uuml;r Jugendliche, Arbeitslose, Kranke und PensionistInnen. 
 
Der Pakt sieht beispielsweise eine Anhebung des Pensionsantrittsalters und scharfe Abschl&auml;ge bei vorzeitigem Pensionsantritt vor - er&ouml;ffnet aber keine Perspektive, dass &auml;ltere Arbeitnehmer &uuml;berhaupt l&auml;nger arbeiten k&ouml;nnen. Die Unternehmer sind n&auml;mlich immer weniger bereit, &auml;ltere ArbeitnehmerInnen zu besch&auml;ftigen. Die Pl&auml;ne der Regierung bedeuten massive finanzielle Einbu&szlig;en f&uuml;r ArbeitnehmerInnen, die ab Oktober 2000 in Fr&uuml;hpension gehen, weil sie arbeitslos oder krank sind. 
 
Der Pakt beendet die zuletzt erfolgreiche Besch&auml;ftigungspolitik (Nationaler Aktionsplan f&uuml;r Besch&auml;ftigung), seine Ma&szlig;nahmen werden steigende Arbeitslosigkeit verursachen. 
 
Die Mittel f&uuml;r Arbeitsmarktpolitik und Besch&auml;ftigungsprogramme werden eingefroren, die &Uuml;bersch&uuml;sse der Arbeitslosenversicherung werden f&uuml;r das Budget abgesch&ouml;pft, 15.000 Saisonniers pro Jahr werden den Arbeitsmarkt zus&auml;tzlich belasten. 
 
Mit diesen Belastungen sollen Beg&uuml;nstigungen der Unternehmen und Bauern in der H&ouml;he von mindestens 19 Milliarden Schilling finanziert werden. 
 
F&uuml;r die ArbeitnehmerInnen wichtige Reformen - vor allem der Schutz der ArbeitnehmerInnen in einer globalisierten Wirtschaft und eine echte Verbesserung der Aus- und Weiterbildung - fehlen. 
 
Die Metallergewerkschaft wendet sich auch gegen den geplanten Ausverkauf wichtiger &ouml;sterreichischer Unternehmen. 
 
Insgesamt wird der Pakt das behauptete Budgetziel nicht erreichen. Im Kern bleibt also nur die Beg&uuml;nstigung der Unternehmen, finanziert durch ein massives Belastungspaket auf Kosten der Arbeitnehmerinnen und Arbeitnehmer. 
 
 
Die nationale und internationale Kritik 
 
Schon im Oktober 1999 gab es aus ganz Europa Stimmen, die sich gegen eine FP&Ouml;-&Ouml;VP Regierung aussprachen. Die Kritik richtete und richtet sich immer noch gegen FP&Ouml; Chef Haider und Mitglieder seiner Partei, die immer wieder mangelnde Distanz zur &ouml;sterreichischen NS-Vergangenheit (Haiders Lob der &quot;ordentlichen Besch&auml;ftigungspolitik des 3. Reichs&quot; und ehemaliger Mitglieder der Waffen SS als &quot;anst&auml;ndige Menschen&quot;, seine Forderung nach &quot;Abgehen von der europ&auml;ischen Menschenrechtskonvention&quot; u.v.m.) erkennen lie&szlig;en. (Mehr Aussagen von Haider gibt es gesammelt im Internet unter www.futurelinks.at/haiderwatch) 
 
Die Reaktion und die Sorgen der Europ&auml;ischen Union und anderer Staaten sind verst&auml;ndlich. Allerdings verwehren wir uns dagegen, die &Ouml;sterreicher pauschal als &quot;Nazivolk&quot; zu verurteilen. Immerhin haben mehr als 70 Prozent der W&auml;hlerinnen und W&auml;hler die FP&Ouml; NICHT gew&auml;hlt. Abgesehen davon treffen Ma&szlig;nahmen wie zum Beispiel ein Tourismusboykott oder die Stornierung von Auftr&auml;gen (die belgische Regierung hat einen Auftrag &uuml;ber Rettungsfahrzeuge storniert) die Falschen, n&auml;mlich die ArbeitnehmerInnen, und k&ouml;nnen auf l&auml;ngere Sicht heimische Arbeitspl&auml;tze gef&auml;hrden. 
 
In einer Zeit gro&szlig;er Umw&auml;lzungen - Stichworte EU-Erweiterung, Globalisierung, Ansteigen neuer Besch&auml;ftigungsformen etc. - ist es nicht schwierig, die Menschen mit einer Politik der Schlagworte wie sie die FP&Ouml; betreibt zu verunsichern. Haider sagt zum Beispiel, dass in &Ouml;sterreich 300.000 Arbeitslose Inl&auml;nder 300.000 Ausl&auml;ndern gegen&uuml;berstehen. Das legt eine L&ouml;sung der Probleme des Arbeitsmarktes nahe, die in der Realit&auml;t so nat&uuml;rlich nie aufgehen wird. F&uuml;r diese Art, Politik zu machen, gibt es viele weitere Beispiele. 
 
Neben der inhaltlichen Ablehnung des Regierungsprogramms richtet sich die Kritik der Metallergewerkschaft auch gegen das Klima, das die FP&Ouml; mit ihrer Politik in &Ouml;sterreich erzeugt. Die FP&Ouml; sch&uuml;rt mit ihren Aussagen - im Wahlkampf im Oktober auch mit Plakaten in Wien - immer wieder &Auml;ngste, Intoleranz und Fremdenfeindlichkeit und spielt Bev&ouml;lkerungsgruppen gegeneinander aus. 
 
Die Metallergewerkschaft beurteilt in ihrer Rolle als Vertreterin der Besch&auml;ftigten jede Regierung - egal welcher Partei - danach, was sie f&uuml;r die Arbeitnehmerinnen und Arbeitnehmer in diesem Land tut. Gegen Ma&szlig;nahmen der neuen Bundesregierung, die die Situation der arbeitenden, arbeitslosen und pensionierten Menschen in &Ouml;sterreich verschlechtern, werden wir massiv auftreten. Gleichzeitig wenden wir uns gegen eine Verrohung der politischen Kultur in &Ouml;sterreich.

Attachment to ICEM News release No. 14/2000 - GMBE statement (in German)

Steering Committee Secretary 
Gen MINATO 
 
International Officer of Gomurengo (Japanese Rubber Workers' Union) and of the Bridgestone Workers' Union, Japan 
 
Address: 2-3-3, Mejiro, Toshima-ku, Tokyo 171-0031, Japan 
 
Tel:+81 3 3984 5656 
 
Fax:+81 3 3984 5862 
 
e-mail: <a href="mailto:gomurengo-jrc@mvi.biglobe.ne.jp">gomurengo-jrc@mvi.biglobe.ne.jp</a> 
 

 
 
Steering Committee Chair 
 
Mitsuo NAGUMO 
 
President, Gomurengo (Japanese Rubber Workers' Union Confederation) 
 
Address: 2-3-3, Mejiro, Toshima-ku, Tokyo 171-0031, Japan 
 
Tel:+81 3 3984 5656 
 
Fax:+81 3 3984 5862 
 
e-mail: <a href="mailto:gomurengo-jrc@mvi.biglobe.ne.jp">gomurengo-jrc@mvi.biglobe.ne.jp</a>
Mitsuo Nagumo is also the Japanese representative on the Steering Committee.

ICEM Bridgestone Network Chair and Secretary

At its first meeting, the Steering Committee of the ICEM Bridgestone Union Network adopted: 
ICEM Bridgestone Union Network Protocol 
Unions recognise that to ensure their members are employed by Bridgestone in well-rewarded, interesting and secure employment, the Company needs to be profitable, efficient, competitive and well- managed. To achieve this, Bridgestone and the Trade Unions should work in partnership at local, national and international level. With the appropriate commitment from the Company to such a partnership, the global union network could be a vehicle to achieve these objectives. 
 
Globalisation of the world economy is in progress, oligopoly and globalisation of capital and companies are also progressing in the rubber industry, especially in the tyre sector. In order to cope with the worldwide strategies of multinational companies, the necessity for labour unions to exchange information and cooperate with each other on a global basis is increasing. 
 
Those cooperating through this ICEM network must recognise, and understand, the differing historical and cultural backgrounds of the countries involved. 
 
Due to these national historic and legal framework diversities, industrial relations vary greatly from country to country, such differences must be recognised and respected by all Network participants. 
 
The Network will particularly concern itself with issues of a global nature, for instance ILO Core Labour Standards, Health Safety &amp; Environment and Human Rights etc. 
 
Steering Committee 
 
1. Each ICEM Region within which there is a Bridgestone site/sites will nominate one member of the steering committee, except Asia Pacific who will have two, one of which will be from Japan. (Gomurengo, the Japanese Rubber Workers' Union Confederation, have agreed to assume the role of administrators to the Network). 
 
2. The Steering Committee shall meet annually, and the venue should be rotated. 
 
3. Activities of the Network will be decided by consensus of the participants. (No decision of the Network can restrain any member organisation from pursuing any actions agreed under the rules or policy of their own organisation.) 

 
Key&nbsp; topics for the Network 
Key topics for the ICEM Bridgestone Union Network will be: 
<ul>
 <li>Health, safety and environment </li>
 <li>The significance of the Bridgestone tyre recall for the future of Bridgestone. </li>
</ul>

 
Principles for the operation of the Steering Committee 

The following principles are agreed for the efficient operation of this Network: 
 
1. All democratic unions that are or intend to be affiliates of the ICEM and which have members employed at Bridgestone shall be entitled to participate in the Network. 
 
2. The Network will not hold regular plenary meetings. It work will be guided by the Steering Committee. Activities and exchange of information are dealt with by the Steering Co mmittee. A plenary meeting of the Network shall be held, when necessary, after discussion by the Steering Committee. 
 
3. The Steering Committee will consist of one representative each from North America, Latin America, Europe, Africa, and two representatives from Asia-Pacific Region, of which one representative should be from Japan, as well as one ex-officio member from the ICEM Secretariat, a total of seven representatives. 
 
4. Each region shall elect its representative(s) for the Steering Committee and the Chair will be informed of any change of representative(s) by each region. 
 
5. The Steering Committee shall be held annually and the venue shall be rotated. The annual Steering Committee meeting will decide upon the venue for the next meeting. 
 
6. The Steering Committee shall nominate a secretary, who will assist it in its work. 
 
7. When the exchange of information as well as of opinions between the Bridgestone Network and the Management of the Bridgestone Group become possible, the members of the Steering Committee will serve as the representatives of the Network. 
 
8. A maximum of three key topics for the immediate attention of the Network should be agreed by the Steering Committee. 
 
9. When necessary, the Chair of the Network will distribute a newsletter, as an instrument of communication, to the member organisations of the Network.

DECISIONS of the ICEM Bridgestone Union Network Steering Committee

The 20-million-member ICEM, the global union federation for the energy, mining, chemical and processed industries&rsquo; sectors, has succeeded in bringing a first-ever process of Social Dialogue between Colombian trade unions and multinational companies. In a series of meetings in Colombia this month between unions and employers facilitated by the ICEM, a formalized process was established with eight companies over dialogue on a full range of social issues. 
 
&ldquo;The ICEM is in a unique position. Through our global affiliates, we represent workers across the world at these companies,&rdquo; stated General Secretary Fred Higgs. &ldquo;Our affiliated trade unions in Colombia recognize this initiative as a vehicle for peace and reconciliation, and a meaningful attempt to establish full human and trade union rights.&rdquo; 
 
Higgs added, &ldquo;Trade Unions are among the few democratic structures in Colombia. We see this process of Social Dialogue with employers as a major step to achieving peace and justice in this war-torn country.&rdquo; 
 
The multinational companies that accepted the invitation of the ICEM and Colombia trade unions include: the Spanish energy firm Endesa; Spanish electrical distributor Uni&oacute;n Fenosa; Swiss oil and gas trader Glencore; Australian mining concern BHP Billiton; British-based mining company Anglo-American; German gas, engineering, materials handling and refrigeration firm Linde AG; UK&rsquo;s household products group Reckitt Benckiser; and Irish paper and packaging company Jefferson Smurfit Group. 
 
ICEM&rsquo;s Colombian trade union affiliates involved include: Sindicato de Trabajadores de la Electricidad (SINTRAELECOL), Sindicato Nacional de los Trabajores de la Industria del Carb&oacute;n (SINTRACARBON), Sindicato de la Industria Qu&iacute;mca (SINTRAQUIM), and Sindicato Nacional de Trabajadores de Cart&oacute;n (SINTRACARCOL). 
 
At the inaugural set of meetings in mid-October, the unions met with Colombian managers of all companies as a group, and then individually to set a working process into the year 2006. Labour and management began the process immediately at the company level by designating contact point persons and introducing procedures to follow within each company. Agreement was made to convene two collective seminars prior to June 2005 on international labour standards and human rights. And then in June another conference of all participants will convene with the ICEM to shape an agenda for 2006. 
 
Colombia&rsquo;s labour-management Social Dialogue process will operate on two levels: at corporate level, in which best practices will be developed regarding the international standards, labour relations, working conditions and physical security of trade union leaders; and at multi-company level, whereby initiatives and experiences will be shared with other companies operating in Colombia. 
 
The ICEM-initiated Social Dialogue process is part of a programme adopted at the GUF&rsquo;s 2003 Congress in Norway to provide resources and awareness to the trade unions of Colombia.

Colombia: 8 Multinationals Commence Social Talks with Unions

The 20-million-member ICEM, the global union federation for the oil, energy, chemical and other sectors, lent its support to Colombian trade unions and civil society organizations at a National Day of Action in defense of labour and human rights. ICEM Gen. Sec. Fred Higgs spoke at a mass rally and demonstration 12 October in Bogota, one of three major protests across Colombia condemning the policies of President Alvaro Uribe Velez. 

<img height="157" alt="" src="" width="350" />
ICEM's Fred Higgs spoke to Colombian workers in Bogota 
(photo by Carlos Bustos) 
&ldquo;These events in Colombia demonstrate the Trade Union Movement&rsquo;s determination to secure social justice for workers and all citizens,&rdquo; said Higgs. &ldquo;Trade unions are one of the few democratic structures in Colombia and the issues today prove the Trade Union Movement can be a force for peace and reconciliation in a country that so badly needs it.&rdquo; 
<img height="180" alt="" src="" width="350" />
Some 20,000 workers filled a square in Bogota on 12 October 
Higgs promised to Colombian workers they would not be alone in their struggle for social justice. &ldquo;Trade unionists across the world are conscious of the deaths, death threats and intimidation and harassment of trade union leaders and others in Colombia,&rdquo; he said. &ldquo;The ICEM will remain active in Colombia and we will ensure that the struggle for justice and fairness continues to be heard worldwide.&rdquo; 
 
The rallies coincided with a 24-hour protest strike in which public sector workers shut down government administration, plus education, health care and other public sector services.
&nbsp; 
All ICEM-affiliated trade unions in Colombia took part in Day of Action events, as did all national union centers. The Trade Union agenda: 
* Oppose the re-election of Uribe; 
* Oppose legislation that cuts pensions, increases taxes on workers, and reduces money and aid for education and health; 
* Oppose security policies that are causing violent human rights abuses; 
* Oppose the Free Trade Agreement of the Americas, other regional free-trade agreements, and bi-lateral trade agreements with the US; 
* Oppose unilateral closure of hospitals, health clinics, and schools; 
* Begin the negotiation process to end armed internal conflict and seek humanitarian assistance. 
 
The ICEM, numbering 400 affiliates in 125 countries, has been engaged in Colombian union building and solidarity efforts for the past eight years. The GUF has now launched a Social Dialogue Process among affiliates in Latin America&rsquo;s most violent nation that has met success coordinating serious dialogue between individual affiliates and global employers.

ICEM Endorses Trade Union Agenda in Colombia

The ICEM is calling on principals behind Debswana, the diamond mining enterprise of Botswana, to step in and resolve the remaining issues in the bitter dispute between the company and affiliate Botswana Mining Workers' Union (BMWU). 
 
Debswana, encompassing four highly profitable mines, is jointly owned by global diamond concern DeBeers and the government of Botswana, which also controls 15% of DeBeers. 
 
On 23 August, about half of Debswana's 6,000 workers struck the mine sites over a pay and bonus offer that fell far short of what was granted salaried staff. The company responded by issuing termination notices to 444 strikers, as well as eviction notices to many of the strikers who reside in company-subsidized housing near the mine sites. 
 
In late July, Debswana secured an industrial court ruling declaring any strike illegal. The miners who struck, acting without BMWU consent, were angered that the inferior pay and bonus offer was withdrawn from the bargaining table after leadership rejection, as well as the industrial court ruling which they considered one-sided. 
 
Following the strike, Debswana management sought and received contempt of court citations for some 33 officers of the three BMWU branches at the four sites and national BMWU leaders. A hearing on the matter is scheduled for 2 September with the company showing no willingness to soften its stand despite several attempts by BMWU to re-enter dialogue, efforts rejected by Debswana managers. A legal decision against the BMWU and the branch leaders-all of whom work for Debswana-will have the effect of shutting down the union. 
 
&quot;Our information from several sources tells us that neither DeBeers nor the government of Botswana has interceded in efforts to resolve this dispute,&quot; said ICEM General Secretary Fred Higgs. &quot;In good faith and also to prevent this dispute from escalating to other work sectors in Botswana, we call on Debswana management in coordination with DeBeers and the government to immediately rescind the dismissals and eviction notices.&quot; 
 
Higgs added the BMWU agreed on 27 August to accept the company's pay and bonus proposal. &quot;It is now necessary for Debswana to recall the discharged workers and drop the court action so that both union and management can put this dispute behind, resume full operations and begin more cooperative labour relations.&quot; 
 
Debswana's mines, which produce 30 million carats annually, are responsible for nearly 75% of Botswana's export earnings, 45% of all government revenues and account for one-third of the country's Gross Domestic Product.

Burden on DeBeers, Government to End Botswana Diamond Dispute

Terms of the Global Framework Agreement between Svenska Cellulosa Aktiebolaget (SCA), the ICEM and the Swedish Paper Workers&rsquo; Union were announced this week. The Stockholm-based company along with the unions and SCA&rsquo;s European Works Council signed the Global Agreement on 15 April 2004.
The agreement cites adherence to the Core Conventions of the ILO on workers&rsquo; rights, and states that such standards &ldquo;should guide SCA&rsquo;s activities and its relations to the employees.&rdquo; It also includes language in which the company will inform sub-contractors and licensees of the agreement, and that it will encourage such parties to comply with the same standards. 
 
 
<img height="175" alt="" src="" width="380" />
Signing the SCA Global Agreement, from left, 
Carl Lindqvist, chair of the SCA European Works Council; 
Sune Ekbage, president of the Swedish Paper Workers Union; ICEM General Secretary Fred Higgs; 
and Jan Astrom, SCA CEO and Managing Director. 


Other points contained in the agreement: 
 
&bull; As a minimum, SCA will comply with all applicable legislative and regulatory requirements; 
 
&bull; The firm will strive for continuous improvement to workplace health and safety standards, as well as environmentally responsible behaviour; 
 
&bull; SCA will strive toward full non-discriminatory policies including ensuring equal development opportunities exist regardless of gender, race, ethnic background, sexual oreintation, religion, political affiliation or disability; 
 
&bull; The company will provide employees with opportunities to train for job enrichment and increased responsibilities; 
 
&bull; SCA commits to paying fair wages and benefits according to relevant market standards; 
 
&bull; The firm will be guided in its operations by provisions of the UN&rsquo;s Universal Declaration of Human Rights; and 
 
&bull; SCA supports the effective elimination of forced labour and child labour, and it will make these criteria in the choice and management of suppliers and sub-contractors. 
 
The Global Agreement also contains a process on how disputes pertaining to the agreement will be resolved and all parties will meet annually to review the framework agreement. 
 
Sune Ekbage, chair of the Swedish Paper Workers&rsquo; Union, said the agreement is a &ldquo;natural for a Swedish company such as SCA&rdquo; that has &ldquo;a long tradition of favorable relations with trade unions. I am convinced that this will favor SCA and it has come at exactly the right time, in view of discussions concerning ethical guidelines currently underway in Sweden.&rdquo; 
 
ICEM General Secretary Fred Higgs stated, &ldquo;SCA has expanded to become a premiere worldwide pulp, paper and packaging company. We are pleased that SCA recognizes the need to uphold workers&rsquo; rights and build cooperative relationships with respective unions in all its global enterprises.&rdquo; 
 
Higgs said the agreement follows an excellent accord reached late last year regarding cooperation between SCA and ICEM US affiliate Paper, Allied-Industrial, Chemical, Energy (PACE) Workers Union. A part of that overall agreement contains a company pledge to remain neutral in union organizing drives by PACE at SCA&rsquo;s non-union tissue mills in the US. 
 
Higgs said SCA&rsquo;s recent global expansions coincide with where the 20-million-member ICEM has trade union affiliates. In March of this year, the firm bought the tissue assets of New Zealand-based Carter Holt Harvey (CHH), the leading towel and tissue provider for both New Zealand and Australia. Additionally, SCA purchased the 50% share of a joint venture it had with CHH called Sancella that includes feminine hygiene products marketed in the two countries. 
 
The company has expanded into Malaysia with purchase of a baby diaper firm. In Europe, SCA has enlarged both tissue and containerboard capacity in Spain, and purchased a packaging firm called Busto and Tema in Italy. SCA has also taken a controlling interest in a Mexican tissue company called Copamex. 
 
Commented SCA CEO Jan Astrom on the global accord with the unions: &ldquo;The agreement supplements the Code of Conduct adopted by the SCA Board of Directors earlier this year. The agreement is an expression of SCA&rsquo;s willingness to assume social responsibility and act as an exemplary employer.&rdquo;

Global Framework Agreement Announced with Swedish SCA

Instead of threats and police intimidation, the 20-million-member ICEM is calling on both LG Caltex Oil Corp. and the government of South Korea to settle a labour dispute by meeting workers&rsquo; concerns at a refinery in the southern industrial city of Yousa. 
<img height="178" src="" width="350" alt="" />
Strike at the LG Caltex refinery in Yousa, South Korea 
Some 800 union members of ICEM affiliate Korean Chemical and Textile Workers Federation, part of the Korea Confederation of Trade Unions, are now in Day 12 of an industrial dispute at the 650,000 barrel-per-day refinery, a joint venture owned by South Korean LG Group and US major ChevronTexaco. 
 
The South Korean government of Roh Moo-Hyun declared the strike illegal after workers briefly occupied and then walked out 18 July. The company then threatened striking workers with &ldquo;severe action&rdquo; if they did not return to work by yesterday, 29 July. 
<img height="231" src="" width="350" alt="" />
 
A week ago, the Kwangju prosecutor&rsquo;s office received from a court arrest warrants for five key leaders of the union. Union President Kim Jungkon, Vice President Oh Seunghoon, Information Director Chang Cheol, Labour Disputes Director Song Hwadong and Shop Steward Shim Myungbong have sought sanctuary at the Myeong-dong Cathedral in Seoul. 
 
&ldquo;The company&mdash;and the government by these arrest warrants and show of police force in and around the refinery&mdash;are exacerbating the dispute by threats to workers and demands that infringe on freedom of association and the right to strike,&rdquo; said ICEM General Secretary Fred Higgs. &ldquo;The ICEM demands that these arrest warrants be rescinded immediately.&rdquo; 
 
The union is seeking a reduction in working hours from the current 42 per week, percentage pay hikes in proportion to the Yousa&rsquo;s refinery&rsquo;s net operating income, and hiring of 110 new workers to alleviate fatigue and safety concerns. LG Caltex utilizes 650 contract workers who are paid less, work even longer hours and have limited benefits. 
 
First quarter 2004 net profits by LG Caltex from the Yousa refinery amounted to 200 billion won, or US$172.8 million.

ICEM Blasts LG Group, ChevronTexaco for Stance in Korean Dispute

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