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A tentative collective agreement was reached late in the evening on 19 June in New York City for 15,000 General Electric (GE) workers in the US. The proposed four-year accord came hours before a Sunday midnight expiration of a prior agreement for 11,000 of the 15,000 workers, represented by the United Electrical, Radio and Machine Workers of America (UE) and the International Union of Electronic Workers/ Communications Workers of America (IUE/CWA). 
 
Ten American unions have been bargaining with GE since 24 May as part of a joint union Coordinating Bargaining Council (CBC). The unions represent industrial workers who manufacture everything from jet airplane engines to locomotive train diesels to electrical appliances to small motors to lighting systems. Pension terms negotiated under the agreement will also apply to staff of NBC, the US television network owned by GE. 
 
Details of the proposed agreement will not be released until Thursday, 23 June, to allow the GE Conference Boards of the UE and IUE/CWA time to consider all provisions and make recommendations to their respective memberships. 
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UE President John Hovis
&ldquo;While the proposal contains important improvements and advances, it also contains certain disappointments,&rdquo; said President John Hovis of the UE, an ICEM affiliate. &ldquo;However, given the current economic climate overall, it&rsquo;s an agreement we can support.&rdquo; 
 
Breakthroughs came in bargaining on 18 June when GE negotiators increased its wage offer and withdrew unfair and additional payments on retirees for prescription drug coverage. Entering bargaining yesterday (19 June), the two sides were still grappling with issues related to a company Health Choice medical plan, a pension scheme for new hires, and regressive GE proposals to an early retirement option for workers. 
 
The CBC has representation from the UE, IUE/CWA, United Steelworkers (USW), International Association of Machinists &amp; Aerospace Workers (IAM), National Association of Broadcast Employees &amp; Technicians (NABET/CWA), the United Auto Workers (UAW), the International Federation of Professional and Technical Employees (IFPTE), the Electrical Workers (IBEW), Sheet Metal Workers Union (SMWIU), the United Association of Plumbing and Pipefitting Union (UA), and the Firemen &amp; Oilers division of the Service Employees Union (SEIU). 
 
The talks were national in scope for multiple local branch unions of the UE and IUE/CWA, while mostly single-site or single-unit bargaining was simultaneously occurring for the other unions although the entire CBC was at the large table in the New York talks. 
 
Messages of support (or congratulations) can still be given CBC negotiators by signing this IUE/CWA <a href="http://action.cwa-union.org/c/783/p/salsa/web/common/public/content?content_item_KEY=2601 ">Unity Petition</a>.

Tentative Pact Reached in US for 15,000 General Electric Workers

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A new update has been published by the ICEM of its PowerPoint presentation on &ldquo;Contract and Agency Labour and the ICEM CAL Campaign&rdquo;. This regularly updated presentation, which can be used by anyone, contains not only a considerable number of updated key statistics on Contract and Agency Labour and other forms of precarious work, including the ICEM&rsquo;s own statistics, but also a wide range of national and international &ldquo;best practice examples,&rdquo; highlighting, among other, what unions around the world have done successfully to counter the problem. 
 
The full-length English version of the <a href="/wp-content/migration/icem/11-05-19%20CAL%20ICEM%20PPT%20for%20website.2.ppt">presentation</a> can be found - and downloaded - here.

New ICEM CAL Facts and Figures Overview

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The Organisation for Economic Cooperation and Development (OECD) has adopted updated Guidelines for Multinational Companies. The new OECD Guidelines were adopted on 25 May at a signing ceremony led by US Secretary of State Hillary Clinton and attended by AFL-CIO and TUAC President Richard Trumka. 
 
The update contains a number of positive elements, including a chapter on Human Rights and the unequivocal application of the Guidelines to suppliers and other business relationships. The Trade Union Advisory Committee to the OECD (TUAC) statement on the update of the guidelines states: &ldquo;These elements significantly increase the relevance of the Guidelines and their potential to raise the standard of responsible business conduct in a global context. The success of the Update now depends on its prompt and full implementation both by adhering governments and by the OECD.&rdquo; 
 
The updated Guidelines have particular relevance to Contract and Agency Labour as the coverage extends to those &ldquo;in an employment relationship with the multinational enterprise.&rdquo; The commentary to Chapter Five on Employment and Industrial Relations clarifies that the terminology is consistent with that used in the ILO Multinational Enterprises&rsquo; Declaration and refers enterprises wishing to understand the scope of their responsibility under Chapter Five to the non-exhaustive list of employment relationship indicators set forth in ILO Recommendation 198 of 2006, paragraphs 13 (a) and (b). 
 
Paragraph 13 of R198 states that the indicators of the existence of an employment relationship might include: 
(a) the fact that the work: is carried out according to the instructions and under the control of another party; involves the integration of the worker in the organization of the enterprise; is performed solely or mainly for the benefit of another person; must be carried out personally by the worker; is carried out within specific working hours or at a workplace specified or agreed by the party requesting the work; is of a particular duration and has a certain continuity; requires the worker's availability; or involves the provision of tools, materials and machinery by the party requesting the work; 
 
(b) periodic payment of remuneration to the worker; the fact that such remuneration constitutes the worker's sole or principal source of income; provision of payment in kind, such as food, lodging or transport; recognition of entitlements such as weekly rest and annual holidays; payment by the party requesting the work for travel undertaken by the worker in order to carry out the work; or absence of financial risk for the worker. 
 
The <a href="http://www.oecd.org/dataoecd/43/29/48004323.pdf">OECD MNE Guidelines</a> are available here. 
 
The <a href="/wp-content/migration/icem/TUAC%20Statement%20on%20Revised%20OECD%20Guidelines.pdf">TUAC Statement</a> on the updated Guidelines is available here (PDF)

OECD Guidelines Positively Updated

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A plan of action to combat outsourcing in Latin America was agreed at the regional Contract and Agency Labour (CAL) seminar held in Mar del Plata, Argentina, 6-7 April. The seminar, organised by ICEM CAL Project Latin American Coordinators Rosane Sasse and Elias Soares-Pintado, was attended by 28 union leaders from Argentina, Ecuador, Brazil, Uruguay, Colombia, and Chile. 
 
The event began with participants presenting on the status of outsourcing in their own country. Colleagues from Ecuador shared the findings of research into the impact of legislation introduced by President Rafael Correa to ban the use of outsourcing. A number of participants mentioned how legislation in their countries is being abused and many expressed concern at the gap between law and practice. It was agreed that outsourcing has a detrimental impact in all countries, and that coordinated action is needed to stop its use. 
<img alt="" src="" width="101" height="110" />&nbsp;&nbsp;&nbsp;&nbsp; <img alt="" src="" width="113" height="110" />
Elias Soares-Pintado, Rosane Sasse
On 28 July, it was decided, all participating unions will launch an ongoing campaign against outsourcing in Colombia, Latin America, and the Caribbean. To coincide with this, participants will organise activities to raise workers&rsquo; awareness of the issues. 
 
A CAL network was established during the seminar, with each country nominating at least one representative. Representatives will exchange information about challenges and successes. 
 
A detailed plan of action against CAL was agreed, which includes: 
 
- The ICEM will approach Ministries of Labour in particular countries calling for recognition of CAL problems, for respect for trade unions and for concrete actions to be taken against CAL. 
 
- All unions, federations, and confederations should communicate the problems associated with outsourcing and begin a debate on CAL with their governments. 
 
- The ICEM will prepare documents on CAL for the Summit of the President of Latin American countries and the Andean Parliament. 
 
- When a new business is established, unions will immediately start a debate on how production is set out and whether CAL or permanent workers will be employed. 
 
CAL Americas network &ndash; list of representatives 
 
The list of representatives for the CAL Latin America Network includes: German Paplecino, SUTNA, and Marcelo Sotosca, STI Black River Gas, Argentina; Ricardo Rodrigues Vera, Fenatrapech, Chile; Moises Ochoa Berrocal, FENUPETROL, Peru; Walter Silva, CUOPYC, Uruguay; Marcelo Solozano, Link, Ecuador; Rodrigues Manuel Acevedo, SITRAPEQUIA, Costa Rica; Carlos Bustos Pati&ntilde;o, ICEM Project Coordinator, Colombia; and Elias Soares-Pintado, ICEM Project Coordinator, Brazil.

Latin America Seminar Agrees Regional Action Plan and Launches CAL network

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How long have you been working at PT Cussons? 
 
Lina: I&rsquo;ve worked at the factory two times. The first was from 2000 until 2002. I was working for an agency on six-month contracts. Then I stopped working at the factory. I started working again in 2008. I have worked directly for the factory from 2008 until now on fixed-term contracts of one-year each. From 2000&ndash;2002, I worked in the production department, and now I work in the filling department. I do the same job as the permanent workers in the department. 
 
How many contract, agency, and permanent workers are there in the factory? 
 
Sasmita: There are 212 fixed term contact workers, 100 agency workers and all are employed by the same agency. And there are 850 permanent workers. 
 
Lina: The permanent workers have a grey uniform, contract workers have a blue uniform, and agency workers wear a black and white uniform. 
 
Sasmita: Permanent workers get 1.5 million rupiah per month, contract workers get the minimum wage (1.3m rupiah per month). Permanent and contract workers&rsquo; overtime is calculated using the same formula, in accordance with the law. 
 
What are the employment conditions that differ between permanent and contract workers? 
 
Lina: Permanent workers get soap and milk from the company. Contract workers only get soap, no milk. Permanent workers get a health allowance for their whole family; contract workers only get the allowance for themselves. 
 
Sasmita: Permanent workers get only very limited training. In a maintenance department with 30 workers, only ten might have the opportunity for training. Contract workers do not receive training; they have to learn by themselves. They have no opportunities. 
<img alt="" src="" width="134" height="169" />
Sasmita
For health and safety, permanent and contract workers both have masks and gloves. Contract workers are not given safety shoes. The company is very good on occupational health and safety training, but only for permanent workers. Contract workers have to learn from the permanent workers. 
 
Contract workers have to pay between one million and 3 million rupiah to get a job at Cussons, but there is no evidence who receives this money. Contract workers are under pressure from the company. They cannot take sick leave; they worry their contracts will be stopped. 
 
Lina: It&rsquo;s difficult if we take menstrual leave. We&rsquo;re afraid of having a problem with the company. 
 
In the contract worker job agreement, Article 8 says during your contract you cannot be married or become pregnant. If you do, you must resign. Under Indonesian law, to resign means you receive no severance pay. 
 
In 2010, there were five women who became pregnant and suddenly the company told them to resign. They asked a labour lawyer to help them and they were reinstated. Their contracts continued but they only took 13 days maternity leave because they were afraid of being dismissed. The company didn&rsquo;t say it but the workers were afraid of making trouble. 
 
One person did get married and the company did not renew the contract. 
 
One of my friends is trying to take maternity leave but she doesn&rsquo;t know what will happen next, whether she will have a job after the leave. Another of my friends went to the human resource department to ask to go on maternity leave because she was almost ready to give birth. On the spot the company stopped her contract. She started in September 2008, but in 2009 she was dismissed. 
 
When did SP FARKES start to organise contract workers? 
 
Sasmita: We started to organise contract workers in January 2011 because they didn&rsquo;t receive the same benefits and allowances as permanent staff. They always work under the pressure of management. 
 
How did you go about organising the workers? 
 
Sasmita: First we organised a seminar outside the factories to talk about rights. It was on a Sunday, and ran from morning until evening. We invited 214 contract workers and 176 attended. During the seminar, we gave the workers union membership application forms and they all signed the forms to become members. 
 
The union dues are the same for contract workers. According to our constitution union dues are 1% of members&rsquo; salaries. 
 
How did management react when the contract workers joined the union? 
 
Sasmita: The company didn&rsquo;t recognise that the contract workers had joined the union. They refused to include them in the check-off system. The union collects contract workers&rsquo; dues manually. 
 
Management knows that the union also represents contract workers but at the top level they won&rsquo;t recognise us as a representative of the contract workers. 
 
There is a collective agreement but it only covers permanent workers. This year, the agreement will end &ndash; we will be negotiating again. We hope that we can include an article on converting contract workers to permanent workers. 
 
Now there is a rumour that the company will not renew all the contracts. Some workers are afraid and asked to meet with me. I will meet them and explain to them that it is better if we fight, if we fight we can win. 
 
Were your members happy that the union organised the contract workers? 
 
Sasmita: The permanent workers were happy &ndash; they think someday we all could be CAL workers. One agenda of the union is trying to make the contract workers into permanent workers. The union is giving them information on the rights of contract workers. We are constantly meeting with them and we are trying to make a network between contract and permanent staff. Each department has two union reps: one for permanent workers and one for contract workers. 
 
Why did you go to the union seminar? 
 
Lina: I wanted to know more information about my conditions. If I worked for three years maybe I should become permanent. I also wanted to know about Indonesian labour law. 
 
Why did you decide to join the union? 
 
Lina: Firstly, because if there is a problem I can go to someone for help. Secondly, because the union wants to abolish Article 8 of our contracts, which says that contract workers cannot get married or become pregnant. 
 
Were you afraid of how management might react when you joined the union? 
 
Lina: At first of course I was afraid. But I am a single parent with three children, someday my contract will end. It will end in October this year. Anyway, I have to try to be brave. 
 
When do you know if your contract will be renewed? 
 
Lina: There is a break between contracts. My first break was only two weeks, now the break is one-and-a-half months with no pay. The worst thing about being a contract worker is the time in between contracts, you are afraid of it not being renewed. You wait for a phone call or to see a publication in the bulletin. There is normally one week&rsquo;s notice before you start work. 
 
Is there anything else you want to share about being a contract worker? 
 
Being a contract worker I have to be ready for everything or anything the company wants. I move from department to department on a needs basis and do anything the company asks. I think I already give the best to management but they can stop my contract. It&rsquo;s not fair for me. I am afraid of being dismissed so I never take sick leave &ndash; I took one day in the last year. The workload and the pressure are higher for contract workers. On one production line there is only one permanent worker, two fixed-term workers, and six outsourced workers. 
 
This month there are 50 workers waiting for a decision on whether their contracts are renewed.

Lina, a contract worker from PT Cussons in Tangerang, Indonesia
Sasmita, Chairperson of SP FARKES R PT PZCI, the union representing both permanent and contract workers at PT Cussons

Interview with Sister Lina, and Brother Sasmita from PT Cussons in Tangerang, Indonesia

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How many workers are employed at BASF India&rsquo;s Mangalore plant? How many of these do not have permanent direct contracts? 
 
The company has 420 workers altogether, 300 are contract workers. There are two women who are contract workers. The contract workers are employed by 10 different agencies which operate in the plant. Six years ago, there were only permanent workers working on the production line, and no contract workers. Now there are even contract workers on the production line, working the same jobs as permanent workers. 
 
Do all workers have written contracts? Is it clear who their employer is? 
 
Workers have written contracts, and the name of the contractor which employs them is displayed on their identity cards. The card is valid for six months and then they have to renew their card again. They continue as workers. Some workers are migrants and only stay for between four to six months then they return home. Others stay for two-to-three years. 
<img alt="" src="" width="254" height="160" />
Interviewees (from right to left in picture): 
Mr. C. Mohandas, Forklift operator and Branch Vice President 
Mr. K. Mohandas, Production Worker in Coating Division and Branch Secretary 
Mr. Ashok Jogi, Store Forklift Operator and Branch Treasurer
What wages do permanent and contract workers receive, and what hours do they work? 
 
Permanent workers are paid a wage of Rs. 13,000 per month. They work eight hours per day, six days a week. 
Contract workers who do housekeeping and security are paid Rs. 4,500 per month. They work eight hours per day and have no weekly day off. 
 
Contract workers on the production line are paid piece-rate. The contract workers who work in packing, loading and unloading are paid about Rs. 7,000 per month. They have to work, on average, nine-to-ten hours a day to earn this. They have no weekly rest day. Contract workers on the production line do the same job as permanent workers. 
 
Contract workers&rsquo; wages are not enough. It is very tough to manage family economics. If you want to rent a small single room, the cost is Rs. 2,000 per month. Electricity and gas cost about Rs. 300&ndash;400. In one room, they accommodate five of six persons sometimes - normally they are bachelors. If they use the canteen for breakfast and dinner, the cost is Rs. 1,400 per month. For lunch in the canteen contract workers have to pay Rs. 24. The cost is only Rs. 5 for permanent workers. 
 
Have contract workers demanded a rest day? 
 
The workers feel under pressure, and are afraid that the company will dismiss them if they ask for a day off. If workers do receive a rest day they are not paid for that day. 
 
Do contract workers have the same leave entitlements as permanent workers? 
 
Permanent workers in the factory receive seven days casual leave, ten days of public holidays, 18 days privilege leave and up to six sick days leave per year. Contract workers receive no annual leave and no paid public holidays. 
 
Do all workers receive equal benefits? 
 
No. Contract workers get fewer benefits. For permanent workers they give a transport allowance, but contract workers do not get this. In the canteen, contract workers have to pay the exact rate, not the subsidised rate. 
 
Do all workers receive equal treatment with respect to health and safety? 
 
Both permanent and contract workers freely receive health and safety protective equipment like gloves and helmets and safety shoes and goggles, and safety training. 
 
If contract workers have health problems, they have to go back to their villages because there is no adequate provision for them. The Employees State Insurance Corporation (ESIC) should provide medical facilities. BASF India deducts ESIC payments from contract workers&rsquo; wages, but it is not clear whether the payments are made to ESIC. One month ago, a contract worker seriously injured his finger. The worker needed to take five days off, but he did not receive salary during this time. The worker had no ESIC card (a card is usually issued to all members), so that worker could not access medical facilities. 
 
When Germans come to visit the factory, managers claim the plant has been an &ldquo;accident free zone&rdquo; for 900 days. But when workers suffer relatively minor injuries they are still required to come to the factory and punch their card. The workers are not required to work, but sit in a room for their shift. This is how management maintains an accident-free record. 
 
One contract worker suffered serious injuries when solvents caught fire. The worker has been out of his job for one month now, and we are not sure if he is receiving wages or not. 
 
Are any contract workers members of your union? 
 
There is no union for contract workers. Only permanent workers are members of the BASF Workers&rsquo; Union. Contract workers wanted to organise about 4 years ago, but management fired seven contract workers immediately. Now they don&rsquo;t want to join any trade union because of fear. 
 
Management tried to force the Vice President and Treasurer to leave the union. They said what is the need of the union? Management said this year we finished the trade union. Management forced 44 permanent workers not to join the union, to sign individual wage agreements. And now management recently made another three members leave by mental harassment. Management called their family members to pressure them. 
 
What is the most challenging aspect of being a contract worker in BASF India? 
 
The worst thing is the low wages. Low wages have a very negative impact on contract workers lives. 
 
What is your union&rsquo;s number one demand? 
 
Regularisation. The contract labour system should be abolished. At the very least contract workers should receive equal pay and benefits.

Interview with BASF Workers’ Union, representing workers at BASF India Ltd., Mangalore Plant

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The US Solidarity Centre has released a new report detailing the Nigerian oil industry&rsquo;s shift from permanent, direct employment towards outsourced and temporary labour &ndash; known in Nigeria as &ldquo;casualisation.&rdquo; The report argues that the casualisation of labour is industry-wide, and is a clear attempt to reduce the cost of doing business while simultaneously breaking workers&rsquo; strength. 
 
The Solidarity Centre engaged with leaders and members of the ICEM-affiliated Nigerian Union of Petroleum and Natural Gas (NUPENG) and the Petroleum and Natural Gas Senior Staff Association of Nigeria (PENGASSAN) to examine industry trends and their impact on workers&rsquo; lives. A key trend, highlighted by almost every programme participant, was the degeneration of permanent employment and the increasing casualisation of labour. 
 
<a href="/wp-content/migration/icem/1105.pubs_nigeria_degradationofwork.pdf ">The study</a>, in English, can be found here. 
<img alt="" src="" width="120" height="126" />
According to NUPENG and PENGASSAN, for every full-time oil worker there are four casual workers. The unions argue in the report that the shift away from permanent employment is an attempt to replace unionized employees with lower paid and less protected workers, as well as to transfer employment responsibilities to subcontractors. 
 
Casual workers perform the same tasks as permanent workers, but without any job security and under &ldquo;never-ending probation.&rdquo; They are frequently laid off, particular just before they would become entitled to permanent contracts. Most casual workers are not union members. They receive lower wages &ndash; the report estimates between 15-50% of union workers&rsquo; wages &ndash; and fewer benefits. 
 
The report gives examples of some of NUPENG and PENGASSAN&rsquo;s organising and advocacy efforts which, it highlights, are often thwarted as employers shift bargaining responsibilities from one subcontractor to another, or even resort to violence. Ensuring respect for workers&rsquo; rights is particularly challenging in a context in which the Nigerian state plays the dual role of enforcer of labour legislation and majority shareholding partner or owner of most Niger Delta oil companies in the Nigerian National Petroleum Corp. (NNPC). 
 
Recognising NUPENG and PENGASSAN&rsquo;s long history of supporting transparency and democracy, the report concludes by emphasising the important role the unions have to play in the struggle against the downward pressure on decent work and other human rights in the Niger Delta.

Damning Casualisation Report in Niger Delta

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The&nbsp;ICEM today condemned the bad-faith bargaining strategy of BHP Billiton-Mitsubishi Alliance (BMA) in coal talks in Australia. At the same time, it pledged full support to Queensland miners, who today commence a second justified set at industrial actions inside BMA&rsquo;s rich coking-coal mines of Queensland&rsquo;s Bowen Basin. 

The Geneva-based ICEM, representing 20 million workers globally, condemns BMA for side-stepping the Single Bargaining Unit (SBU) of 4,000 workers and attempting to justify its regressive workplace demands in the public arena. 

Three unions affiliated with the ICEM &ndash; Construction, Forestry, Mining and Energy Union (CFMEU), the Australian Manufacturing Workers&rsquo; Union (AMWU), and the Communications, Electrical, Plumbing Union (CEPU) &ndash; are legitimately enjoined as the SBU, but have seen BMA reject honest dialogue on major issues such as work rights, salaries, and social benefits for subcontract workers, and job security for Australian workers employed by BMA and legitimately represented by the three unions. 

BMA instead has flaunted its unwanted agenda in paid advertisements and shameless pay boasting in central and eastern Queensland. Because of this, the ICEM fully and unequivocally supports the 24 June second round of strike actions at BMA&rsquo;s seven mines and alerts miners and other workers of BMA that they have a firm global ally in the ICEM with their three unions. 

In a 22 June letter to leaders of the three unions, ICEM General Secretary Warda said: &ldquo;As miners and others in Queensland at BMA begin a second round of industrial actions this weekend, please extend to each and every one of them the principled Support and Solidarity of the ICEM and its family of 467 trade unions throughout the world. Let them know that the eyes of the global trade union movement are on their courageous fight to get a just and deserved enterprise labour agreement with BMA.&rdquo; See the <a href="/wp-content/migration/icem/63.ICEM.BMA.CFMEU,AMWU,ETU,CEPU.Australia.22June.pdf">full ICEM letter</a> here. 

The ICEM stands solidly behind BMA workers who begin lawful 12-hour rolling strikes tonight at BMA&rsquo;s Blackwater mine, and then Saturday and Sunday nights, 25-26 June, at Saraji, Norwich Park, Gregory Crinum, Peak Downs, and Goonyella Riverside mines. And the ICEM condemns the attack on the strike by BMA, as if it was illegitimate. It is not. 

The ICEM believes BMA&rsquo;s tactics reflect poorly on the joint venture&rsquo;s equal parents &ndash; BHP Billiton and Mitsubishi &ndash; and on BMA&rsquo;s standing in metallurgical coal markets. Following the breakdown of talks on 20-21 June, the ICEM will monitor this dispute and stands ready in the event it escalates.

ICEM Condemns Tactics of BHP Billiton, Mitsubishi in Australia Coal Talks

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Domestic workers are among the most vulnerable in the world. The 100th session of the International Labour Conference, on 16 June, achieved the adoption of the Decent Work for Domestic Workers Convention No. 189, and its accompanying recommendation. 
 
The convention sets out a set of basic protections for domestic workers under law, in countries that ratify. Governments around the world must now be pressured to ratify and implement the provisions. Attention will be on the countries in the Gulf, where an underclass of migrant domestic workers exists. But also countries such as the United States have labour law protections which exclude domestic workers of the &ldquo;informal economy&rdquo;. This must now change. 
 
Domestic work is one of the main locations for slavery and child labour, as well until now very low levels of inspection and regulation, non payment and low payment of wages, and violence, with the work often carried out by migrants, and women. This convention symbolically recognises domestic workers as regular workers, entitled to all the rights enjoyed in other sectors. Domestic workers should be emboldened by this global recognition, into organising collectively across the sector.

ILO Convention on Decent Work for Domestic Workers

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In a letter to Ukraine&rsquo;s President, Viktor Yanukovych, ICEM General Secretary Manfred Warda called for the recent escalation of government intimidation and interference into trade union activities to end. 
 
The national centre, Federation of Trade Unions of Ukraine (FPU) has born the brunt of a brutal attack by the Office of the General Prosecutor of Ukraine, headed by Viktor Pshonka who is said to have &ldquo;declared war&rdquo; on the unions. New teams have been established inside various government ministries charged with combating the FPU, and establishing yellow unions to oppose the FPU. 
<img src="" width="238" height="159" alt="" />
FPU Picket Office of the General Prosecutor
The illegal attack on the FPU has included brazen attempts at manipulating internal union activity. On 23 May the FPU received instructions from the General Prosecutor&rsquo;s office, banning items on the agenda of the union&rsquo;s Presidium meeting the following day. Demands for detailed information of internal union workings are continuing, with FPU leadership being summoned for interrogation to the General Prosecutor&rsquo;s office, including FPU President Vasyl Khara on 3 June. 
 
Also ongoing is a disinformation campaign run through the country&rsquo;s mass media, attempting to discredit the FPU. The lie being disseminated is that the FPU leadership unlawfully sold union assets. Whereas it is a clear fact that no FPU facilities have been sold since November 2008. 
 
The intense interference is in breach of national law, international law, and the constitution of Ukraine. 
 
On 8 June, the FPU conducted a large picket in front of the office of the General Prosecutor of Ukraine, demanding an end to the oppression of trade union rights. 
 
See the full text of <a href="/wp-content/migration/icem/62.ICEM.Ukraine%20President.FPU.20June.pdf">Warda&rsquo;s letter</a> to President Yanukovych here.&nbsp;

ICEM Protests Crackdown on Ukrainian Trade Unions

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