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SPAIN: April 28 marks the &quot;International Day to Commemorate Dead and Injured Workers&quot;. Trade unions worldwide have begun making plans to remember those workers who have either died or been injured in the course of their professional activity. Leading up to actions related to April 28, the trade unions in Spain have announced their intention to hold a national general strike on April 27. The one-hour strike will take place from 12 noon to 1 p.m. during which there will be a moment of silence as well as a public reading about the increase in fatality rates at the workplace. Major themes for events, which are being organised by the trade union confederations CC.OO. and UGT, will be deaths and injuries related to temporary work, subcontracting, immigrant labour as well as age and gender factors. According to the Trade Union Occupational Health, Safety and Environment Working Party, the first countries to officially adopt some form of national commemoration day related to workers&#039; health and safety are Spain, Canada and Thailand. The Spanish government approved a decree three years ago for the observance of April 28. Spain currently has an average of five workers die EVERY DAY as a result of unsustainable forms of production.

Health and safety in the workplace is the focus for April 28.

Spain to commemorate&lt;br&gt;dead and injured workers

POLAND: Eight workers have been on a hunger strike at Katowice Steelworks in southern Poland since March 8. The strikers started their sit-in to protest the decision by banks to withdraw credits from the financially troubled company. 
According to the Polish news agency PAP, protests first began a month ago with a demonstration in Katowice by 2,000 people who were demanding talks with the government. A spokesperson for the IMF-affiliated Solidarity trade union, which represents workers at the plant, said that although a delegation of hunger strikers did meet with government officials at the end of last week, there was little hope that their discussions would produce concrete results. 
Katowice Steelworks is Poland's largest steel producer, with a 5 million ton annual capacity.

Steelworkers protest the further weakening of Katowice Steelworks.

Hunger strike in Poland

Development of trade union structures dates from the start of the industrialisation process, more than 150 years ago. At that time, transnational companies (TNCs) did not exist and most workers were employed in huge, workforce-intensive plants. 
Trade union structures were built up in order to strengthen solidarity between workers in different companies and regions. A great deal of emphasis was put on regional and national structures, and not on company level. 
Industrial production is nowadays dominated by TNCs, although most workers are employed in small- and medium-sized industries -- at least this is the reality in our sectors. 
The TNCs have created a new situation: 
- Companies operate worldwide. 
- Workers in the same company often think they have more in common than workers in the same country. 
- In the name of competition, TNCs have created a situation to pit workers in one country against those of another. 
- Globalisation is creating a world that undermines existing trade union structures. 
There is no doubt about the fact that TNCs are important for the global economy and for jobs. They play an important role for development and weigh heavily in the decision-making system in many countries and international organisations. 
For the trade union movement worldwide, TNCs are an important problem, which will have to be kept constantly under review. To counterbalance their increasing power, the International Metalworkers' Federation established in the 1960s World Councils for the automobile industry. It was an American initiative driven by the UAW. The goals are to strengthen links between workers in the same company all over the world, wherever the company concerned is operating. 
This was meant to be a supplement, not in contradiction to the struggle conducted in every country which aims at negotiating nation-wide agreements. 
To date, the IMF has set up over 30 World Company Councils in various sectors of the metal industry. The IMF World Councils are trade union forums. 
The 1997 IMF World Congress, in San Francisco, decided to develop an IMF model Code of Conduct and to seek agreements on the Code with TNCs for which the IMF operates World Company Councils. A special working party was set up to deal with these specific issues and make proposals to the IMF Executive Committee on behalf of the general secretary. The Executive discussed and unanimously decided to adopt a Code of Conduct for TNCs, to be submitted to a number of TNCs for negotiations. 
Now that we have the instrument, the question is what do we do with it? 
It is extremely important that we do not let the TNCs determine what to do and how to do it. Negotiations have started in various TNCs at the initiative of national and local unions. It is especially in companies where industrial relations have been good for a long time that it is easier to conduct negotiations of this kind. 
But the fact that a union in a company has good relations with management in one place does not necessarily mean that unions in the same company in other parts of the world are enjoying the same benefit. There are many differences in traditions and ways of acting which are sensitive and will have to be taken into consideration when a union is determining which strategy and tactic to adopt in implementing our programme. 
Many TNCs adopt different tactics for different countries. Most of the unions in Europe have no problems as their existence is recognised in labour law, both national and European, but in many other parts of the world, both in industrialised and developing countries, the struggle for the right to have a union is a daily one. 
A Code of Conduct is a global agreement with a transnational company implementing internationally-recognised labour rights in its own operations, and pressuring its suppliers to implement them as well. Such a Code can only be negotiated in cooperation with national and international labour organisations. 
So, what do I suggest? 
- All IMF affiliates should have comprehensive information about the policy documents adopted by the IMF Executive and Central Committees. 
- The question of the TNCs and Code of Conduct will have to be part and parcel of national training programmes promoted and carried out by IMF affiliates. 
- The IMF coordinates the negotiations and is co-signatory together with national and/or local unions of international agreements. 
- A working group will have to be set up in each individual case. 
- There must be a follow-up of the implementation of the agreements by special committees which include both the unions and management. 
I believe this is a vital question for the entire trade union movement. 
I believe in dialogue and discussion, if this is based on reciprocal respect and recognition. 
This can only happen if we have a collective agreement.

Be cautious with&lt;br&gt;transnational&lt;br&gt;company councils

PAKISTAN: The trade union movement of Pakistan has vehemently condemned the government for recently promulgating Ordinance No. V, 2001, whereby the government can dismiss or send into forced retirement any government official without an enquiry. 
This decree, says the Pakistan Metalworkers Federation, an IMF affiliate, is contrary to the country's constitution and against all human rights, especially the right to natural justice. 
The trade unions are demanding the repeal of this Ordinance, which they call a "Black Law" in the history of Pakistan, and are asking for a complaint to be lodged with the International Labour Organisation in order to compel the government to repeal the law.

Pakistan Metalworkers' Federation wants to compel the government to withdraw the new law.

Ordinance allows dismissals without enquiry

KOREA,REP: Fighting between riot police and workers erupted once again when Korean carmaker Daewoo reopened its Pupyong plant, 30 kilometers west of Seoul, on March 7. 
The company had closed the plant for three weeks claiming a growing inventory of unsold cars, but Daewoo union officials stated the real reason was company efforts to put an end to protests by laid off workers. On February 16, 2001, the company announced the dismissal of 1,785 workers at the Pupyong plant, where 4,327 have already been laid off since 1999. Management is introducing drastic restructuring measures in an attempt to make the financially troubled carmaker more attractive to foreign buyers, possibly General Motors and its partner Fiat. 
Dan Byong-ho, president of the Korean Confederation of Trade Unions insisted that not only would the protests continue but workers will be conducting nationwide demonstrations this month targetting Daewoo Motor and the government for forcing workers out of their jobs. 
In a related story, according to BBC News, an international arrest warrant has been issued by South Korea via Interpol for the former Daewoo CEO, Kim Woo-choong, who is believed to have embezzled billions of dollars in company and public funds. The Daewoo trade union and the Korean Metal Workers' Federation launched a campaign to hunt him down and sent a three-man team to Europe where Kim is believed to be hiding. While in France, the three men visited Interpol headquarters in Lyon.

An arrest warrant via Interpol has been issued for the former carmaker's CEO, Kim Woo-choong.

More conflict as Daewoo reopens

GREAT BRITAIN: On March 5, 2001, the General Motors European Works Council and GM Europe management signed a framework agreement for the resolution of restructuring at the company's Luton plant in which the continuation of vehicle production in Luton has been assured. The framework states the primary goal of both parties -- the workers' representatives and management -- is to institute actions focussing on the support of the employees and their futures. 
It is foreseen that the plant will produce the "Vivaro", a new commercial vehicle, and production of the "Frontera" will be continued. 
With regard to job security, management has stated in the framework that it will take all reasonable steps to avoid forced redundancies in relation to its restructuring scheme. To achieve this goal, such processes as part-time work, transfers to other national or international GM locations, voluntary separation programmes and early retirement may be provided. 
Upon concluding the framework, the GM European Works Council co-chair, Klaus Franz, stated that the Council "was able to resolve a very difficult issue in a positive way. European workers were able to express their united concerns based upon European solidarity among all plants." 
See the associated link for the full text of the framework agreement.

The difficult issue to "Save Vauxhall Jobs" has been resolved.

Framework agreement for GM Luton

Resistance grows over Vauxhall Luton plant                                                                                                                                                                                                                     

GM framework agreement for Luton

European Framework, dated 05.03.2001 at 20:30 

The European Employee Forum (EEF) of General Motors Europe sets forth the following framework in relation to the current Restructuring Initiatives, including the run-out of the current Frontera, as discussed in the emergency meeting of the EEF Steering Committee on December 12th, 2000: 

1.) It is the primary goal of Management and Employee Representatives to institute actions that focus on the support of our employees and their futures. The placement of the people as well as the maintenance and securing of remaining business is of utmost concern. 

2.) Job security 
Management will avoid forced redundancies in relation to the above mentioned restructuring initiatives and take all reasonable steps to avoid forced redundancies as follows: 
In line with the respective national legislation and contractual obligations National management will provide Personnel planning and will consult and will work with local employee representation to achieve this goal which may include (in no particular sequence), but is not limited to such processes as: 
Part-time work programs 
Transfers to other National locations of General Motors and 
Transfers to other International locations of General Motors 
Voluntary Separation Programs 
Early Retirement Programs 
If necessary after all openings are filled, career opportunities and 
Placement outside of General Motors will be assisted. 

Efforts to place workers in reasonable positions will require an increased willingness
of employees with regard to mobility and flexibility for the work location
as well as for working times and practices. 
Rights described in section 2 of this framework only apply to employees willing to accept reasonable job offers or, in the event of insufficient job opportunities, one of the alternatives described above. Management will afford the opportunity for employee representatives to discuss the situation with individual employees who may be adversely impacted. 
It is also necessary to assure that the required numbers of employees 
are placed in facilities that have urgent start-up needs and requirements 
due to market conditions. 
On the basis of competitiveness, GME will in concert with the respective National Organization continue to pursue new business opportunities for the ongoing site. 
 
3.) Employment terms and conditions 
The transfer of the employees will be handled according to the respective national legislation. It is the intention that employees will not be disadvantaged.
Both parties acknowledge that the total packages may vary from case to case. 
Details are subject to local negotiations. 

4.) Employee Representation 
Union recognition on a local level will remain the same. 
Employee representation on a European level will remain unchanged during the current election term. 
Current collective agreements will be the subject of local / national negotiations. 
With relation to the above-mentioned restructuring measures, information will be shared at the national level, through the Personnel function, with appropriate employee representatives. 
The EEF will continue to be the appropriate forum to discuss this topic where it has transnational implications. 

5.) Production in Luton 
Vehicle production will be maintained in Luton. 
The new Commercial Van X-83 "Vivaro" will be introduced and the current "Frontera" will be maintained at the site. 
The installed capacity for "Vivaro" will be 84,000 units and the installed capacity for the "Frontera" will be 18,000 units. 
On the basis of competitiveness, Management will continue to pursue new business opportunities, the extension of capacities and future products such as the "Frontera" replacement for the ongoing site. 

Management will also investigate further job opportunities in connection with economic insourcing and will pursue location of suppliers and other non-GM business opportunities. 

6.) Production in Ellesmere Port 
"Epsilon" will be placed in Ellesmere Port, as already announced. 
The intention to source a suitable replacement model after the run-out of the current "Astra" in Ellesmere Port is reconfirmed, as stated in the 1998 agreement. 
With these initiatives the prerequisites for a future flexibility are given. This will be a tool for more stability in employment and less dependency on product life cycles. 
The overall installed capacity will be at least 180,000 units.

7.) Implementation 
Implementation of this framework shall occur on the national level. 
According to European legislation and National laws Management and Employee representatives will ensure that the agreed provisions will become legally binding for individual employees as well as negotiating partners. 

8.) Exceptional circumstances 
The capacity figures used in chapter 5 and 6 are based on the current GME Business Plan.
Capacity figures will not change Management's objective to flexibly balance its European production schedules among all plants. 
If in the future further exceptional negative economic conditions occur which will mean a reconsideration of paragraphs 5 and 6, information and consultation will be instituted. 
(signed) 
Klaus Franz 
Cheri Alexander 
John Jack 
Bruce Warman 
Dr. Thomas Klebe 
Holger Kimmes

The following framework agreement is in relation to GM's current restructuring initiatives.

Background on Luton

Framework agreement&lt;br&gt;for GM Luton

NETHERLANDS: Current collective bargaining negotiations in the metal-related and service branches ("Metaaltechniek") for the IMF's Dutch affiliates, the FNV Bondgenoten and the CNV Bedrijvenbond, have come into difficulty and strike action is being planned. This sector, also referred to as the "small metal branches," represents car repair workers, installation technicians, etc. -- in general, the service branches for the metal industry, with approximately 30,000 business concerns and 400,000 workers in the Netherlands. 
The negotiations have encountered snags on issues such as: 
- lack of co-determination on working time; 
- lack of measures to increase employability and training efforts; 
- the removal of one holiday; 
- pay rises (employers have offered only 3.95 per cent over two years, whereas demands were for more than double this amount). 
A first strike, backed by the IMF's affiliates, has already broken out in several companies, and the IMF has written to add its support.

Workers begin industrial action as negotiations for the metal-related and service branches encounter difficulties.

Dutch bargaining hits snag

GLOBAL: As with every year, the United Nations and other organisations will be celebrating International Women's Day on March 8, a day for which special events are organised throughout the world. 
This year, the International Labour Organisation in Geneva will commemorate the day with a conference which highlights women achievers -- women who have managed to get over the ever-present hurdles in order to reach top-level positions in both the public and private sectors. 
A panel discussion, entitled "Breaking Through the Glass Ceiling: Women of Power and Influence," will be led by the ILO's director-general, Juan Somavía, and among the panellists will be: 
- Gro Harlem Brundtland, a medical doctor who was Norway's first and only woman prime minister and is now director-general of the World Health Organisation; 
- Mary Robinson, a lawyer who served as president of Ireland before being appointed as the U.N.'s high commissioner for human rights; 
- Germaine Greer, author and academic who is known worldwide as one of the more important voices in feminism; 
- Mamounata Cissé, trade unionist of Burkina Faso, who chaired the ICFTU's Women's Committee and is now an ICFTU assistant general secretary; 
- Christine Ockrent, a well-known and respected French journalist who was France's first woman to anchor and edit primetime news on television. 
Discussion will center on progress which has been made towards gender equality in the labour market with respect to management and decision-making, to identifying the obstacles which still remain, and proposing strategies for addressing them. 
Although in some countries statistics are better in the public sector, universally women occupy only between 1 to 5 per cent of top level jobs in the private sector.

March 8 will see the celebration of International Women's Day across the globe.

Spotlight on women

BURMA/GLOBAL: The IMF participated in an international trade union conference on "Democracy for Burma and the ILO Decision: Trade Unions in Support," held in Tokyo on February 28-March 1, 2001.
The ICFTU, ICFTU Asia and Pacific Regional Organisation, and the International Trade Secretariats met, at the invitation of the Japanese Trade Union Confederation, to discuss the continuation of international pressure on the Burmese military government until it puts a stop to forced labour and restores democracy. 
The meeting adopted an 18-point declaration and plan of action on Burma aimed at the full implementation of the measures contained in the historic ILO Resolution on Burma which was adopted by the 88th ILO Conference in June 2000 and put into effect last November. 
The plan of action entails, for example, a campaign to target multinational companies which are still trading and/or investing in Burma, and calls for an International Day of Union Action for Burma, to be held on May 1, 2001.

Forced labour continues on a wide scale, accompanied by massive violations of other human rights.

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