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Pharmaceutical workers, members of US affiliate United Steel Workers (USW), were locked out off their jobs by Medco Health Solutions on 5 April. Some 500 pharmacy technicians at Medco's prescription mail-order business in Las Vegas, Nevada, are faced with an illegal and unilateral reduction of health care benefits. 
The lockout has been deemed illegal when the US National Labor Relations Board issued an unfair labour practice complaint against the company on 31 March for retaliating against technicians who took part in solidarity actions, protesting the health care cuts. 
Some 25% of the company's prescription business is done through union-sponsored health care plans, and Medco itself admits that six million union workers in the US are covered under Medco prescription plans. The USW has mounted a campaign among unions tied to those plans to protest directly to the Medco's CEO.

Union Prescription Drug Provider Locks Out USW Members in US

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National Union of Mineworkers (NUM) affiliated workers demonstrated in South Africa on April 4, protesting against potential plans by DeBeers to close its Koffiefontein mine in the southern Free State.
Handing a memorandum to the management of the mine, the workers were given a promise by the employer that they would be answered. According to the NUM Chairperson, Joseph Botile, closing the mine would mean making Koffiefontein into a ghost town. DeBeers is virtually the only employer in the area, providing income for almost 600 people and their families. With all these jobs gone, it would become impossible for the NUM Workers to support their families.

South African NUM Workers Demonstrate at DeBeers Koffiefontein Mine

The links below are only a small selection of the wide range of websites of organisations which are engaged in the fight against the pandemic. For more details on these organisations and further information on resources and funding you can refer to the <a href="/wp-content/migration/icem/0701ICEMHIVAIDSGuideEN.pdf">ICEM Guide on HIV/AIDS Resources and Funding</a> which is available on this website. 
 
International Labour Organisation - ILO 
 
<a href="http://www.ilo.org">www.ilo.org</a> 
 
ILO Programme on HIV/AIDS and the World of Work (ILO/AIDS) 
 
HIV/AIDS is a workplace issue because it affects workers and their families, enterprises and communities which depend on them. At the same time, the workplace has a vital role to play in the wider struggle to control the epidemic. Workplace programmes support prevention, expand access to care and treatment and promote non-discrimination. 
 
The key document is the <a href="http://www.ilo.org/aids/Publications/lang--en/docName--WCMS_113783/index.htm">ILO Code of Practice on HIV/AIDS and the world of work</a>, which was adopted by the ILO Governing Body in June 2001. The Code exists in some 50 languages. The 10 key principles of the Code are essential elements of any HIV/AIDS workplace policy. For training purposes the publication Implementing the ILO Code of Practice on HIV/AIDS: an education and training manual (also available as CD-Rom) was developed. The manual exists in English, French and Spanish. 
 
ILOAIDS has published leaflets, toolkits and posters, which serve as useful education materials. ILO field offices, some with a focal point on HIV/AIDS, in your country or region can help with material and identifying resources and extend technical assistance for training. 
 
The International Labour Conference, at its 99th meeting in June 2010, adopted <a href="http://www.ilo.org/ilc/ILCSessions/99thSession/texts/lang--en/docName--WCMS_142613/index.htm">Recommendation 200</a> concerning HIV and AIDS and the World. This new Recommendation is a strong international human rights instrument to deal with all aspects of HIV and AIDS with special reference to the workplace. The Recommendation is accompanied by a Resolution for its follow-up, promotion and implementation. The ILO Governing Body, at its 310th session in March 2011, adopted a <a href="http://www.ilo.org/gb/GBSessions/lang--en/docName--WCMS_151293/index.htm">Global Action Plan</a> to promote implementation of <a href="http://www.ilo.org/ilc/ILCSessions/99thSession/texts/lang--en/docName--WCMS_142613/index.htm">Recommendation 200</a>. 
 
 
UNAIDS 
 
<a href="http://www.unaids.org">www.unaids.org</a> 
 
UNAIDS &ndash; Joint United Nations Programme on HIV/AIDS brings together the efforts and resources of ten UN system organisations (co-sponsors). UNAIDS, which was launched in 1996, is the main advocate for global action on the epidemic. 
 
UNAIDS publishes an extensive range of materials on HIV/AIDS. The AIDS Epidemic Updates (jointly with the WHO) are published annually in December. In September 2006, UNAIDS published in its Best Practice Collection &ldquo;Global Reach: how trade unions are responding to AIDS&rdquo; with case studies of union action. In his foreword to the publication, Peter Piot, the then Executive Director of UNAIDS, recognises the vast potential of unions to fight the pandemic at the workplace and in communities. 
 
You can access information on individual countries and find out about the UN Theme Group and UNAIDS Coordinator in your country on the website. 
 
The Global Fund to Fight AIDS, Tuberculosis and Malaria 
 
<a href="http://www.theglobalfund.org">www.theglobalfund.org</a> 
 
The objective of the Global Fund is to dramatically increase resources to fight three of the most devastating diseases and to direct resources to areas of greatest need. The Fund is a partnership between governments, civil society, the private sector and affected communities. 
 
The Global Fund is a funding organisation that defers to local ownership and capacity for the design and implementation of programmes. Proposals are submitted through a national Country Coordinating Mechanism (CCM). The Fund only has an office in Geneva; it does not operate field offices. Principal recipients in a country implement the projects. 
 
Calls for proposals are made at regular intervalls. Since the Global Fund was registered in January 2002, and up to December 2009, it has committed USD 19.3 billion in 144 countries. On the website of the Global Fund you can access details of the grants made to your country. 
 
In a letter of agreement signed with the ILO in April 2003, the great potential of workplace initiatives with the involvement of workers&rsquo; and employers&rsquo; organisations is stressed. 
 
World Health Organisation &ndash; WHO 
 
<a href="http://www.who.int">www.who.int</a> 
 
The WHO serves as the agency within the UN system for HIV/AIDS treatment, care and support. It has a wide range of publications, including useful guidelines on testing and counselling and on antiretroviral treatment. 
 
The conclusions of a meeting between Global Unions and the WHO in October 2005 specifically state that unions have unique comparative advantage to mobilise their constituencies in the fight against HIV/AIDS and calls on country representatives to support unions. 
 
The WHO operates a large number of country offices, most of them with HIV/AIDS specialists. 
 
Global Business Coalition on HIV/AIDS, Tuberculosis and Malaria and the World Economic Forum 
<a href="http://www.businessfightsaids.org">www.businessfightsaids.org</a> and <a href="http://www.weforum.org">www.weforum.org</a> 

The Global Business Coalition on HIV/AIDS, Tuberculosis and Malaria leads the fight against the three diseases by companies. It serves as the focal point for the private sector at the Global Fund. The World Economic Forum launched its Global Health Initiative in 2001. You can find case studies on the HIV/AIDS policies and activities of your company on these websites. 
 
ACCA (AIDS Control in Companies in Africa) 
 
<a href="http://www.gtz.de">www.gtz.de</a> and <a href="http://www.acca-toolbox.org">www.acca-toolbox.org</a> 
 
The website of the German GTZ gives information on workplace interventions. The ACCA (AIDS Control in Companies in Africa) Toolbox is a collection of information and implementation tools for workplace interventions against HIV/AIDS. GTZ also operates the BACKUP Initiative which provides needs-oriented support to improve coordination, access and implementation of programmes financed through global funding mechanisms such as the Global Fund and the World Bank&rsquo;s Multi-country Aids Program (MAP). 
 
World AIDS Campaign 
 
<a href="http://www.worldaidscampaign.org">www.worldaidscampaign.org</a> 
 
The Global Unions work closely with the World AIDS Campaign and signed a Memorandum of Understanding in 2005. Among others, WAC has mounted a worldwide campaign to fulfil the Declaration of Commitment on HIV/AIDS adopted by the UN General Assembly Special Session on HIV/AIDS in June 2001. It is also the leading international NGO to organise campaigns on World AIDS Day, 1 December every year. 
 
Global Unions 
 
<a href="http://www.global-unions.org/hiv-aids">www.global-unions.org/hiv-aids</a> 
 
The Global Unions have a joint programme to fight HIV/AIDS. The programme&rsquo;s objectives are to mainstream HIV/AIDS as a priority for trade unions, to help unions to take action in their organisations and at the workplace, to develop partnerships with relevant organisations at all levels and to mobilise resources. 
 
The Education International (EI) &ndash; <a href="http://www.ei-ie.org/efaids">www.ei-ie.org/efaids</a> and the International Transport Workers&rsquo; Federation (ITF) &ndash; <a href="http://www.itfglobal.org">www.itfglobal.org</a> have developed extensive HIV/AIDS programmes and materials for their respective sectors.

ICEM Overview of Links to Useful HIV/AIDS Related Websites

Rio de Janeiro, 
April 12th, 2002 
 
Statement by ICEM Latin America and the Caribbean condemning the coup in Venezuela 

1. The International Federation of Chemical, Energy, Mine and General Workers&rsquo; Union in Latin America and the Caribbean vehemently condemns the coup perpetrated in the early morning of April 12th 2002 against the constitutional government of Venezuela. 
 
 
2. We call upon all our affiliates in Latin America and the Caribbean, especially those in the oil sector, to similarly condemn the forces that carried out the coup, and to close ranks in defence of the Rule of Law and of Human and Trade Union Rights. 
 
 
3. We urge international forums, the United Nations and the Organisation of American States to conduct an immediate investigation into reports of violations of Human Rights perpetrated by the putschist forces. 
 
 
4. Finally, we call upon governments whose countries are OAS members not to recognise the &ldquo;provisional government&rdquo;, but to testify to its unconstitutionality and to take an unequivocal stand in defence of the Rule of Law. 
 
 
Luiz Gonzaga Ulhoa Ten&oacute;rio 
Regional President

Statement by ICEM Latin America and the Caribbean on the coup in Venezuela

AGREEMENT ON TRANSNATIONAL INDUSTRIAL RELATIONS AND CORPORATE SOCIAL RESPONSIBILITY 
 
on the day of November 29, 2002 in Rome, between 
 
Eni SpA 
 
and 
 
FILCEA-Cgil, FEMCA-Cisl, UILCEM-Uil, ICEM 

the following points were agreed on: 
 
1. Introduction 
 
The growing internationalisation of the Eni Group calls for the development of a transnational outlook by the parties involved in this process. 
 
With the European Works Council these parties have already firmly established a positive procedure for information exchange and consultation at European level. At extra-European level, the expansion of Eni makes the topic of socially responsible conduct on the part of the company all the more relevant. 
 
With the signing of a Protocol on Industrial Relations in Rome on 22 June 2001, Eni, Filcea, Femca and Uilcem expressed their intention to conform the development of the Group's activities to fundamental ethical principles based on respect for human rights and social rights as contemplated in international conventions. To this end, the parties, in compliance with their signed commitment to seek adequate procedures for information exchange and periodical consultation with regard to the presence and expansion of Eni throughout the world and to develop a dialogue on the social and economic effects of these operations, have agreed to proceed with the formulation of the present agreement. 
 
 
2. Principles 
 
The signatories agree to the importance of supporting a model of corporate growth that combines the creation of value and innovation with attention to human rights and adequate standards of working conditions and safety, as well as quality of life and eco-compatible development. To this end, they have declared their commitment to work towards the cultivation of working practices capable of promoting economic and social progress. 
 
With the present agreement, Eni confirms its commitment to respect fundamental human and social rights in all the Group&rsquo;s activities and to establish new ways of exchanging information on topics pertaining to industrial relations at world level, for the purpose of improving and promoting good labour practices. 
 
Eni and its companies acknowledge the guiding principles of the &ldquo;Universal Declaration of Human Rights&rdquo; of the United Nations and of the fundamental conventions of the ILO, and declare that they intend to take steps to apply these principles within the context of their activities. 
 
 
In particular, they confirm: 
 
- the right of association and negotiation (ILO conventions nos. 87 and 98). All workers are entitled to belong to trade unions of their choice and to benefit from fundamental union rights; 
 
- prohibition of forced labour (ILO conventions nos. 29 and 105). Forced labour is prohibited; whether it be slavery or work performed by inmates; 
 
- prohibition of child labour (Conventions 138 and 182). Child labour is prohibited, especially in its most strenuous forms, and the right of children to complete their development and education must be safeguarded; 
 
- non-discrimination in employment (Conventions 100 and 111). Workers cannot be discriminated against on account of their race, sex, religious creed, political opinions or social origin. Men and women must receive equal salary treatment for work of equal value, and the principles of equal opportunity must be applied; 
 
- non-discrimination against labour representatives (Convention 135). Labour representatives are not to be subjected to any type of discrimination on account of their activities in representing workers; 
 
- continuing efforts to improve conditions of safety and health at the workplace, including the dissemination of the positive results already achieved within the Group. 
 
 
Eni reiterates its commitment to optimise and apply the Group&rsquo;s principles: 
 
&middot; Business ethics 
 
all Eni&rsquo;s activities at home and abroad must be carried out honestly, with integrity and in compliance with existing laws. 
 
&middot; Respect for stakeholders 
 
Eni respects all stakeholders (employees, shareholders, customers, suppliers, communities, business and financial partners, institutions, public organizations, industry associations, trade unions, and others) with whom it deals when carrying out its business activities, in the belief that they represent an important asset for the company. 
 
&middot; Protection of workers and equal opportunities 
 
Eni observes universally accepted labor laws and complies with the &ldquo;core labor standards&rdquo; contemplated in the fundamental conventions of the ILO (International Labor Organization). Therefore the company guarantees freedom of trade union membership and the right to collective bargaining, while it repudiates all forms of forced labor, child labor and discrimination. 
 
Eni also assures equal employment and professional opportunities as well as equal treatment based on merit. 
 
&middot; Enhancement of professional skills 
 
Eni acknowledges and promotes the development of individual employees&rsquo; skills and know-how as well as team work so that individuals can fully express their energy, creativity and potential. 
 
&middot; Respect for diversity 
 
Eni draws inspiration for its business conduct from its respect for the cultures, religions, traditions and ethnic diversity of the communities where it operates and is committed to preserving biological, environmental, social, cultural and economic identities. 
 
&middot; Respect for human rights 
 
Within its sphere of activities, Eni is everywhere committed to supporting the United Nations &ldquo;Universal Declaration of Human Rights&rdquo;. 
 
&middot; Cooperation 
 
Eni actively contributes to the improvement of the quality of life and socio-economic development of the communities where the Group is present. 
 
&middot; Protection of health and safety 
 
Eni guarantees the highest standards of health and safety for its employees and the communities in all the areas of the world where it operates. 
 
&middot; Environmental protection 
 
Eni will pay the utmost attention to the environment and ecosystem affected by its business activities and draws inspiration from the goals contained in international conventions signed by Italy on sustainable development. 
 
 
3. Implementation procedures 
 
3.1. Monitoring and initiatives 
 
To ensure application of the principles and conventions referred to above, Eni undertakes to carry out adequate monitoring activities by means of its own control instruments. In the course of the annual meeting, as indicated under point 3.5, appropriate procedures may be agreed on for the involvement of local trade unions or &ndash; where these do not exist &ndash; of representatives designated by the trade unions signing the present agreement. 
 
When information is received of situations that are out of line with or violate the agreement reached, the parties shall notify each other of the fact in timely fashion. Once the nature of the situation has been determined, Eni shall act to eliminate any anomalies, and inform the union organisations of the initiative. 
 
With regard to activities assigned to contractors, Eni shall formulate suitable guarantees against possible violations within the framework of existing contractual relations. 
 
3.2. Affirmative action 
 
The parties may agree to carry out programs of affirmative action geared towards promoting fundamental human and social rights, together with good work practices; these programs may consist of activities involving information, training and research. 
 
3.3. Information 
 
Eni and the signatory union organisations undertake to propagate the present agreement, by publicising its existence and contents. 
 
3.4. Industrial relations 
 
Within the context of the principles referred to above, the parties acknowledge the importance of developing industrial relations at all levels that take into account the different socio-economic contexts in which the group operates. 
 
In light of the above, Eni and the companies of the Group undertake, within the scope of their responsibilities, to establish a constructive relationship with union organisations and workers&rsquo; representatives appointed on a democratic basis and recognised by international trade unions. 
 
3.5. Annual meeting 
 
In May of each year &ndash; with the purpose of promoting a system of information, consultation and dialogue with the signatory trade unions &ndash; a meeting shall be held involving the national secretariats of the FILCEA, FEMCA and UILCEM, as well as the general secretariat of the ICEM and Eni, with representatives of the competent departments for topics of their concern. 
 
In the course of this meeting, complete information shall be provided on: 
 
&middot; economic-financial topics regarding the ongoing development of Eni at world level; 
 
&middot; current performance and future prospects of the main operating activities, focusing on the most significant geographical areas and the related figures concerning employment; 
 
&middot; ongoing development of the group&rsquo;s industrial relations in the different countries and areas where it operates, with particular attention to potentially critical situations, including the provisions agreed to under point 3.1.; 
 
&middot; the undertaking by Eni of actions and programs of Corporate Social Responsibility, as well as initiatives involving health and safety at the workplace. 
 
 
4. Final provisions 
 
4.1. Practices of industrial relations at local and enterprise levels 
 
The agreement does not replace or represent an obstacle to local practices, with the parties recognising the principle according to which problems that arise between workers and their companies must be resolved at the level closest to the workplace. 
 
4.2. Organisation 
 
Eni undertakes to sustain, within the bounds of normality, the costs for the organisation of the annual meetings contemplated under point 3.5. 
 
4.3. Distribution of information 
 
With the purpose of distributing and exploiting to the fullest possible extent the contents of the agreement, existing communications tools may be utilised, including information networks. 
 
4.4. Duration of the agreement 
 
The present agreement is considered valid for two years, at the end of which it shall be revised and/or confirmed for a similar period. The parties may agree in advance to the modifications or additions to be made to its contents. 
 
4.5. Management 
 
The management of the present agreement is the responsibility of the general secretariats of the FILCEA, FEMCA and UILCEM, as well as the general secretariat of the ICEM and the Eni Personnel Department. 
 
 
 
Eni SpA 
Renato Roffi 
Filcea-Cgil 
Attilio Arseni 
Femca-Cisl 
Sergio Gigli 
 
Uilcem-Uil 
Romano Bellissima 
 
ICEM 
Fred Higgs

Text of the Global Agreement between ICEM and Eni

<img height="114" alt="" src="" width="130" />
The 20-millions strong ICEM and the Italian Trade Unions FILCEA-Cgil, FEMCA-Cisl and UILCEM-Uil signed a global agreement with Italian-based energy multinational, ENI, covering some 70 000 workers worldwide. The signing ceremony took place on 29th November 2002 before three hundred delegates gathered at the ICEM World Energy Conference in Rome. The agreement arises from a Protocol on Industrial Relations entered into between ENI management and Italian trade unions FILCEA, FEMCA and IULCEM in June 2001. This protocol established procedures for dialogue on the socio-economic impact of the company's activities across the globe and respect for human and trade union rights as contained in the ILO Core Conventions. 
 
 

<img height="236" alt="" src="" width="250" />
ICEM General Secretary Fred Higgs 
signs Global Agreement with ENI 
Founded in 1953, ENI, is a privatised company in which the Italian government has retained 30% equity. It has operations in oil and gas exploration, production, refining, marketing, engineering and oil field services, electricity generation and in the petrochemicals industries - key sectors for the ICEM. It is the sixth largest energy producer in the world with some seventy operations in sixty seven countries. It is listed on the New York and Milan stock exchanges. It has a market capitalisation of just over sixty seven billion euro. In 2001, the company generated a turnover of 49 billion euro. 
With the present agreement, ENI confirms it's commitment to respecting and implementing fundamental human and social rights as enshrined in the United Nations' Universal Declaration of Human Rights and Core Labour Conventions adopted by the International Labour Organisation (ILO) viz. the right of workers to organise and bargain, prohibition of forced labour, prohibition of child labour and non-discrimination. In addition, the agreement provides for &quot;continuing efforts to improve&quot; and to &quot;guarantee the highest standards&quot; of health and safety for workers in all of it's global operations. 
 
The Agreement commits the parties to &quot;work towards the cultivation of working practices capable of promoting economic and social progress&quot;. This includes skills development programmes for workers, diversity management and promoting sustainable development goals. As regards contractors, the company undertakes to &quot;formulate suitable guarantees against violations&quot; within the framework of the agreement. Any violations of the terms of the agreement shall be reported and any remedial action undertaken by management will be communicated to the union. The agreement will be communicated throughout all operations using both company and union networks. 
 
To promote on going information exchange and social dialogue, company executives, our Italian affiliates and the ICEM General Secretary shall meet, at company cost, in May each year to discuss socio-economic matters such as financial reports, employment, industrial relations and corporate social responsibility. Provision is also made for the involvement of ICEM-affiliated local unions within the company's operation in such meetings.&nbsp; 
 
Addressing conference delegates after the signing, Massimo Cappelli, manager for industrial relations and productivity stated that the agreement &quot;crowns an achievement in the company's ethics and industrial relations policy&quot;. The agreement commits the company to respecting human and trade union rights in all it's operations. &quot;This agreement takes us another step forward in our drive to improve industrial relations and respect for human and trade union rights across the globe&quot;, said Higgs after signing the agreement.

ICEM signs Global Agreement with Eni

The Australian Federal Court today ordered mining and materials multinational BHP to cease offering and entering into individual contracts with members of its Pilbara workforce. 
 
The decision is a stunning victory for the Australian unions and for collective bargaining, with the court upholding all three grounds in the unions' case. 
 
The unions submitted that there was a &quot;serious arguable case&quot; that BHP had breached the law through its industrial bribery in the Pilbara by: 
 
- Prejudicing employees because of their union membership 
 
- Inducing employees to leave their union 
 
- Breaching a term of the Contract of Employment which provided that BHP should honour collective bargaining and not enter into individual contracts. 
 
The court's decision is the biggest victory for the Australian trade union movement since the waterfront dispute of 1998. 
 
&quot;BHP should immediately abandon its disastrous deunionisation campaign and respect the right of Australian workers to bargain collectively through their unions,&quot; commented Australian mining and allied workers' union the CFMEU today. 
 
At the global level, the CFMEU is affiliated to the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM), which has been backing the campaign for labour rights at BHP.

BHP Must Halt Individual Job Contracts in Australia

A new website launched today highlights anti-union practices by ceramics, materials and construction multinational Imerys. 
 
American union the Paper, Allied-Industrial, Chemical and Energy Workers (PACE) and the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM), jointly announced the start-up of the website on French-headquartered Imerys. PACE is an ICEM affiliate. 
 
&quot;The website allows Imerys workers and their unions throughout the world to communicate, share information and learn about the 'union-busting' practices of Imerys in the US,&quot; said PACE President Boyd Young. 
 
Imerys has been conducting a hostile campaign against union members and supporters at its plants in Georgia and Alabama. In Sylacauga, Alabama, Imerys management hired a professional &quot;union-buster', held mandatory anti-union meetings, and showed a film which implied that US unions are controlled by organised crime and that they cause plants to be closed. Imerys is also using a &quot;secret&quot; manual, uncovered by PACE, which instructs supervisors on how to conduct the anti-union campaign. 
 
PACE has filed charges with the National Labor Relations Board alleging that Imerys management harassed, threatened and spied on union supporters. Excerpts from the &quot;secret&quot; manual, a summary of legal charges, and an interactive message board are on the website. 
 
Fred Higgs, ICEM General Secretary, stated: &quot;Imerys so far has refused to stop its anti-union practices, and we will assist US workers who are battling for union representation in whatever way we can.&quot; 
 
The ICEM held a press conference on January 20 in Brussels, together with the Belgian General Labour Federation (FGTB/ABVV) and ICEM Belgian affiliate the Centrale Generale/Algemene Centrale, calling upon the Frere family to intervene. The Frere family controls 23 percent of Imerys shares through one of its many holding companies. The ICEM set up meetings with French and British union affiliates, who also represent workers at Imerys plants, and have pledged support for the campaign.

Imerys Campaign: Unions Launch Global Website

The All Pakistan Trade Union Federation is holding a series of rallies to protest price hikes, rising unemployment, retrenchment of workers and restrictions on trade union activity. The first rally, led by Gen. Sec. Gulzar Ahmed Chaudhry, was held yesterday at the Press Club in Lahore. Further rallies are set for tomorrow in different industrial areas of the country.

Pakistan’s National Labour Centre Rallies Over Union Restrictions

A pipeline project between Chad and Cameroon headed by ExxonMobil has come under scrutiny with a study detailing abuse of workers by two contractors, TCC and Subsahara Services. US affiliate PACE and NGOs the union is working with have brought the issue to the attention of the US supermajor in ongoing talks over human and trade union rights at company worksites. The study says contract workers are not paid for certain social benefits; violations of work rules exist regarding the number of working hours; non-payment to workers who are injured is prevalent; and the firms are absent of plans regarding demobilization, professional reconversion and social reinsertion.

ExxonMobil Stands Accused of Pipeline Abuses in West Africa

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