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At the first meeting of the Global Union Network of DuPont Workers, in Brussels, Belgium, on 22 and 23 March 2006, Michael Wolters, the ICEM&rsquo;s Chemical and Rubber Industry Officer, made a presentation on DuPont from an international trade union perspective. 
<a href="/sites/default/files/migration/icem/0603DuPont.ppt">Click here</a> for a summary of that presentation, which discussed some of the major recent developments in the world&rsquo;s chemical sector. It also included a short overview of DuPont&rsquo;s economic situation and provided an indication of what the&nbsp;main problems are that Dupont&rsquo;s workers representatives are faced with.

ICEM Powerpoint Presentation on DuPont

Trade unionists from 8 countries, gathering today in Brussels, Belgium, established the ICEM Global Union Network of DuPont workers. 
 
Linking workers employed by DuPont anywhere in the world, this new global trade union network aims to establish efficient co-operation and practical international solidarity between the different trade unions that represent DuPont&rsquo;s workforce in their respective countries. Its main ambitions are the exchange of information and company strategies, useful for collective bargaining, as well as the planning of joint action where necessary. 
The unions at this inaugural meeting represent workers from Austria, Belgium, Brazil, Denmark, France, Germany, the Netherlands and the United States. 
<img height="233" alt="" src="/wp-content/uploads/articles/0603DuPont.JPG" width="350" />
Set up under the auspices of the ICEM, the network will be administered by the United Steel Workers (USW), ICEM's largest affiliate in North America. The network is the ICEM&rsquo;s ninth global company network. ICEM Global Company Networks link, on a worldwide basis, workers and their representatives working for the same multinational company. 
<img height="82" alt="" src="/wp-content/uploads/articles/USAUSW.jpg" width="150" />
DuPont, a key player in the global chemistry industry, employs around 60.000 people world-wide, the majority of which are in the United States. The company is based in Wilmington, state of Delaware, and operates in over 70 countries. DuPont has a long standing history of industrial problems in the United States, where it continues to bitterly fight against trade union representation. 
 
The first meeting of the Global Union Network of DuPont workers adopted a resolution to guide its work. You can find the resolution here: <a href="/index.php?id=4&amp;la=EN&amp;doc=1722">/index.php?id=4&amp;la=EN&amp;doc=1722</a>.&nbsp; 
 
In the resolution, a number of key problems are mentioned. These include: 
<ul>
 <li>the out-sourcing of DuPont&rsquo;s human resource functions </li>
 <li>the growing concern about worker and community exposure to PFOA (C8) from Teflon-related chemicals </li>
 <li>the lack of full company reporting of accidents </li>
 <li>company support of union-busting in the United States </li>
 <li>the lack of a business strategy in Europe regarding DuPont&rsquo;s performance coating business </li>
</ul>
&ldquo;After this successful start of the network, we trust that we will be able to reach the vast majority of all DuPont&rsquo;s workers world-wide through the participation from trade unions in all parts of the world&rdquo;, said Michael Wolters, ICEM Chemical and Rubber Industry Officer. &ldquo;It is only by working together globally that we can match the worldwide operations of multinational companies.&rdquo;

Global DuPont Trade Union Network Launched

Whereas, nine trade unions from eight countries met in Brussels on March 22 and 23 to discuss common problems faced by workers at DuPont Company, a multinational chemical company headquatered in the U.S.
Whereas, this meeting was organized in cooperation with the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions, representing 20 million workers throughout the world; 
 
Whereas, the following unions were present at the meeting: 
<ul>
 <li>Gewerkschaft der Chemiearbeiter &Ouml;sterreichs (Austria) </li>
 <li>La Centrale G&eacute;n&eacute;rale/FGTB (Belgium) </li>
 <li>LBC-NVK/CSC (Belgium) </li>
 <li>CNQ-CUT (Brazil) </li>
 <li>3F (Denmark) </li>
 <li>FCE-CFDT (France) </li>
 <li>IG BCE (Germany) </li>
 <li>FNV Bondgenoten (Netherlands) </li>
 <li>USW (USA) </li>
</ul>
Whereas, there was a free and open discussion among the trade unions present and a full exchange of opinions and ideas; 
 
Whereas, the key issues addressed by the trade unionists included 
<ul>
 <li>the out-sourcing of DuPont&rsquo;s human resource functions; </li>
 <li>growing concern about worker and community exposure to PFOA (C8) from Teflon-related chemicals; </li>
 <li>lack of full company reporting of accidents; </li>
 <li>company support of union-busting in the United States, and </li>
 <li>the lack of a business strategy or an adequate response for dealing with redundancies in Europe at DuPont&rsquo;s performance coating business; </li>
</ul>
Therefore be it resolved that all of the trade unions present at the meeting hereby form the Global Union Network of DuPont Workers to share information and develop strategies to protect DuPont workers and the communities where the live; 
 
Be it further resolved that the Global Union Network of DuPont Workers invites other trade unions to become members; 
 
Be it further resolved that the Global Union Network of DuPont Workers will exist to exchange information and to coordinate trade union strategy to address ongoing problems at DuPont.

Resolution from the ICEM Global Union Network of DuPont workers

British trade union and ICEM affiliate Amicus began strike action today at International Paper Co.&rsquo;s Inverurie Mill in Aberdeenshire, Scotland. Bargaining to achieve a pay increase for 231 Amicus members failed this week, and the union will go&nbsp;ahead with a four-hour strike beginning at 16.00 today. 
<img height="82" alt="" src="/wp-content/uploads/articles/UKAmicus.jpg" width="160" />
&ldquo;Talks broke down yesterday after the management put forward a deal we had already rejected,&rdquo; said Amicus Aberdeen Branch official Willie Wallace. &ldquo;There has to be an increase in the hourly rate if there is any chance of reaching an agreement.&rdquo; 
 
The US-based company proposed a pay freeze for 2006, and a small one-off payment in 2007. Workers at the paper mill have been contributing 3% of their weekly earnings for two consecutive years now&nbsp;in order to fill a gap in the company&rsquo;s pension scheme. 
 
Amicus Assistant General Secretary Tony Burke said industrial actions will escalate if the company does not move from its pay freeze. &ldquo;Our officials and union stewards want to resolve this, but the company doesn&rsquo;t seem to want to.&rdquo; 
 
Amicus union members at the mill took a vote for industrial action on 10 March that passed by a four-to-one margin. The union has reached reasonable settlements for other workers in UK&rsquo;s paper industry. 
The ICEM today sent a <a href="/index.php?id=19&amp;doc=1720&amp;la=EN">letter of support</a> to Amicus and the Inverurie paperworkers.

Strike Action Today at International Paper’s Scottish Mill

23 March 2006 
 
Tony Burke, Assistance General Secretary 
Willie Wallace, Amicus Aberdeen Branch 
Ben Richards, International Officer 
Amicus 
35 King Street 
Convent Garden 
London WC2E 8JG 
 
 
Dear Brothers Burke, Wallace, and Richards, 
 
For two weeks now, the ICEM has been following the labour dispute brought on by the American company, International Paper Co., at the Inverurie Paper Mill in Aberdeenshire, Scotland, against trade union members of Amicus. We note on 10 March, workers voted by a four-to-one margin to take industrial action, and that the first wave of strike action will occur today, 23 March. 
 
We also know that management has been intransigent at the bargaining table, particular on the issue of wage increases for 2006 and 2007. It is our understanding that paperworkers at this mill had to forego parts of their weekly pay over the past few years in order to contribute to a gap in the company&rsquo;s pension scheme. 
 
Now, International Paper is demanding that workers take a pay freeze for 2006, and take a miniscule one-off payment for 2007. With average 2006 pay increases in the British paper sector averaging nearly 2.5%, we find it deplorable that management would present such a pay offer, and further, we can only surmise that International Paper Co. is attempting to gain a competitive advantage in UK&rsquo;s paper sector. 
 
Amicus and its members at the Inverurie Paper Mill have the full support of the 20-million-member ICEM in this struggle for a fair and just pay award. We have, and will continue to alert our 389 global trade union affiliates of your justifiable industrial actions at the Inverurie Mill, and we convey to Amicus and its members at this paper facility the Solidarity and Unity of the ICEM&rsquo;s global family of trade unions. 
 
Please keep us informed of events in this dispute, and do not hesitate to call on the ICEM for any further assistance we can provide. 
 
Fraternally, 
 
Fred Higgs 
General Secretary

ICEM letter in support of workers at International Paper mill in Aberdeenshire, Scotland

You have a job and you are pregnant, or would like to become pregnant in the near future. What does this all involve with regard to your job? And what situations will you be faced with once you have become a mother? This brochure offers you a summary of what you may expect from month to month and also explains your rights and obligations. 
 
If you have any questions after having read this folder, you may want to consult the more detailed Dutch brochure &ldquo;<a href="http://www.arbobondgenoten.nl/arbothem/zwangerschap/zwangerschapsbrochure.pdf">Alles over zwangerschap en werk</a>&rdquo; (Everything about work and pregnancy). 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" /> 
Before you get pregnant 
 
You should always be careful if you work with hazardous substances. Many people do not realise this. Some substances, such as carcinogenic and so-called reprotoxic substances, cause extra fertility risks in men as well as women, or they may harm the unborn child. 
 
There are many professions that may involve handling hazardous substances. For example, if you work in the cleaning sector or in a laboratory, but also if you are a painter, nurse, pharmacist's assistant or if you work with certain pesticides. Every employer should draw up a list of risks that employees may be exposed to in their job, also if it involves these hazardous substances. Ask your employer for this list and read about the risks. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The first month 
 
You are only just pregnant. Most women often do not even know for certain whether or not they are pregnant, let alone that they take it into account when doing their job. Even at this early stage in pregnancy, it is important to be cautious when you work with hazardous substances. If you need to handle them, then it is advisable to notify your employer without delay that you are pregnant. 
In consultation with your employer you can determine whether you can be given other tasks, or discuss other ways to protect your unborn child. If you work with animals or laboratory animals you should be extra aware. And be alert to any risk of exposure to radiation. 
 
Studies into the effects of computer exposure have not yet shown that this poses a risk for pregnant women and/or their unborn child. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The second month 
 
If you are pregnant and involved in a job selection procedure, you are not obliged to report pregnancy. Neither is the employer allowed to ask. 
 
Be careful with vibrations and shocks. They may give you back problems and are also bad for the child that you are carrying. You should avoid working under extremely hot or cold temperatures, for example in a cold-storage room. This will burden your body and your unborn child too much. We definitely advise against working in depressurised situations, for example diving. The difference in pressure may harm the unborn child. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The third month 
 
Now there is less risk that something could go wrong with your pregnancy. For many women, the 12th week of pregnancy is the right moment to inform their employer and colleagues. As soon as you have notified your employer, you are legally entitled to extra protection during pregnancy in situations that require this. 
In addition, you should be given an opportunity to visit your midwife or gynaecologist, also during working hours. Ask the midwife for a pregnancy statement with the estimated date of birth. Your employer needs this statement to notify the UWV, the Institute for Employee Benefit Schemes, so that he will receive an allowance to cover your replacement and you can take maternity leave without loss of pay. 
 
Other things that you need to be extra careful with: do not lift heavy objects (less than 10 kg each time) and ensure that you are not exposed to sound levels that exceed 80 dB(A). 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The fourth month 
 
When you are pregnant, you are entitled to 16 weeks of maternity leave. (In Dutch this is called zwangerschapsverlof, before giving birth, and bevallingsverlof, after the baby is born.) 
You can take up this leave from six to four weeks, respectively, before the estimated date of birth. Once the baby is born, you are still legally entitled to another ten to twelve weeks, respectively, of maternity leave (bevallingsverlof). Please note that multiple births do not extend your entitlement to leave. 
 
Refer to the booklet with the collective agreement on terms and conditions of employment (CAO-boekje) for the exact arrangements in your branch of business or company. 
If you intend to resume work after the baby has been born and want to make use of childcare facilities, you may want to have your baby registered now. There could be waiting lists, so the sooner you get registered the sooner you may get a place. Ask your employer and your partner's employer about the options for a financial contribution towards childcare. 
 
Your pregnancy may cause health problems for which you need to visit a medical practitioner or a paramedic such as a physiotherapist or a physician (GP or specialist). Appointments usually take place during working hours. Check what arrangements have been made in the collective agreement. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The fifth month 
 
It is never healthy to work long hours under stress or time pressure, also called work-related stress. When you are pregnant you should take extra care of yourself. In stressful situations your body produces all kinds of extra hormones that may affect you and your unborn child. 
Discuss these situations with your superior and consult whether your tasks can be arranged differently, or whether your working hours and breaks can be adapted, by inserting an extra break or working fewer shifts, for example. 
You are not obliged to work night shifts during pregnancy. You are entitled to extra breaks when you are pregnant and up to six months after giving birth. If you work eight hours a day, then you are allowed to take a maximum break of one-hour extra on full pay. The employer should give you the opportunity to take this break. 
 
In the event of sickness, you can report sick in the usual way. You should notify your employer if your sickness is pregnancy-related, for example high blood pressure or pelvic instability. In this way, he can apply for an allowance to cover your replacement. You will be paid your salary in full. 
If you are on unemployment benefit (WW-uitkering) or occupational disablement benefit (WAO-uitkering) you should notify the UWV. From the twentieth pregnancy week onwards, women who frequently used to lift heavy weights during their job are only allowed to lift a maximum of five kilograms, ten times a day. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The sixth month 
 
Discuss with your superior how replacement will be arranged while you are on maternity leave. It will be good for both you and your colleagues that adequate replacement is arranged, so that your colleagues do not need to work extra hard. This is also a good time to consider how you may want to combine working and looking after your child in the future. 
If you have a partner, discuss with your partner how you would like to handle the new situation. Are you both going to work part time? Structurally or temporarily? You have the right to work part time. Your employer will need to come with substantiated arguments for rejecting your request. 
 
With regard to the work situation, you will need to take into account that you retain more fluid during pregnancy. As a result you may get RSI-related complaints such as pain, stiffness and a tingling feeling in your neck, shoulders, arms and/or fingers. Especially highly repetitive jobs such as cash register operator, goods packer, and assembly and VDU work may cause such complaints. 
Discuss with your superior the possibility of adapted work if you experience these complaints. Make sure that you do not constantly sit in the same position while performing your tasks. It is advisable to change your position every now and then and to have frequent breaks. Always contact the company doctor if you experience serious complaints. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The seventh month 
 
From the thirtieth week onwards it is not advisable to lift weights of five kilograms or over, more than five times a day. Furthermore, during the final three months of pregnancy your employer can no longer oblige you to squat on the ground, to kneel or bend down or to operate pedals while standing up. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The eighth month 
 
You need to notify your employer at least three weeks before your maternity leave starts. This will leave him little time to arrange your replacement, so try to inform your employer sooner if you already know when you want to stop work and start maternity leave. 
Consider once more the financial consequences of this (temporary) interruption of work. Pay will be continued, but some components, for example extra income from overtime, may not be paid. By considering the financial impact at an early stage, you will not be unpleasantly taken by surprise. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The ninth month 
 
The last month before giving birth is dedicated to maternity leave. Your belly will be getting in the way a bit and you will need some well-deserved rest. Enjoy your maternity leave! 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
Birth 
 
When the baby has been born you need to inform your employer who, in turn, can notify the UWV. On the basis of this notification the UWV will determine on what date your maternity leave should end. Your partner will be entitled to emergency leave (calamiteitenverlof) if the baby is born on a working day. On the days following childbirth your partner will be entitled to birth leave (kraamverlof). 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The first month of parenthood 
 
You will now need to get used to being a parent. Fortunately, you will still be on maternity leave so that you do not need to think about going back to work. Together with you partner you can start thinking about how you are going to handle the period after maternity leave. 
One option is to take parental leave (ouderschapsverlof), for which you will need to meet a number of criteria. The actual provision can be found in the detailed brochure. Depending on what you have in mind, you may both want to take a shorter or longer period of part-time leave to look after your child. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The second month of parenthood 
 
The second period of maternity leave (in Dutch this is called bevallingsverlof) starts on the first day after the baby is born and lasts at least ten consecutive weeks. If you continued working for a longer period before giving birth and have taken less than six weeks of maternity leave, you may add this time to the period of leave after the baby is born. This means that you still do not need to resume work this month. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The third month of parenthood 
 
The end of maternity leave is approaching. Some women will resume work in the course of this month. It may happen that you cannot fully resume work immediately as a result of complications during pregnancy and/or giving birth. Discuss this as soon as possible with your superior, so that a suitable solution can be found and temporary replacement can be arranged. The possibilities can be determined in consultation with the company doctor. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The fourth month of parenthood 
 
Depending on your physical condition you will have resumed work. If you are breastfeeding, you may need to express milk during working hours. Your employer is obliged to create a number of facilities such as a separate room, where you can sit without being disturbed, and a refrigerator to keep the milk in. Your have the right to spend a maximum of 25% of your working time to express milk or feed your child. 
If you prefer, you can also go home to feed the child during working hours. When breastfeeding, try to ensure that you avoid handling hazardous substances as much as possible. Furthermore, you should not be exposed to radioactive radiation and lead compounds if you work in a laboratory, for example. Always contact the company doctor if you are in doubt as to what to do. 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
The fifth month of parenthood and onwards 
 
By now you will be getting used to combining work and looking after your child. However, sometimes an unexpected situation may arise; for example, if the childcare centre rings that your child has become ill. You or your partner may need to collect your child from the nursery. This is considered an emergency situation and you are entitled to emergency leave (calamiteitenverlof). 
Should your child remain ill for longer, then you can make use of your entitlement to short-term care leave (kortdurend zorgverlof). If necessary, arrangements have also been made for long-term care leave (langdurig zorgverlof). 
<img height="25" alt="" src="/wp-content/uploads/articles/womenlogo.jpg" width="20" />
More information? 
 
In this folder we have given you a summary of general information about working before and after pregnancy. If you need more information, you can download FNV Bondgenoten's Dutch brochure Alles over werk en zwangerschap from <a href="http://www.fnvbondgenoten.nl">www.fnvbondgenoten.nl</a>. Members can also obtain this brochure free of charge by contacting telephone number 0900 9690 (only from within the Netherlands - &euro; 0.10 a minute). If you are not yet a member, you can join the union by ringing this number, too. 
 
If you need more copies of this summary, you can order these by telephone. 
 
FNV Bondgenoten is the largest trade union in the market sector. It has over 466,000 members in the industrial sector, the iron and steel industry/light engineering industry, in the trade, transport, services, and agricultural sectors, and the general and technical support services sector. FNV Bondgenoten has concluded about 700 collective agreements in these sectors.

FNV Bondgenoten Brochure: Work &amp; Pregnancy - From Month to Month

<img height="40" alt="" src="/wp-content/uploads/articles/InBrief.gif" width="100" />
The ongoing protests across Thailand seeking the resignation of Prime Minister Thaksin Shinawatra were joined last week by thousands of public utilities&rsquo; workers, taking personal leave to march in the streets. Unions at the Electricity Generating Authority of Thailand (EGAT), the Metropolitan Electricity Authority and other state utility enterprises encouraged workers to join the protests on 13 and 14 March, with senior level EGAT managers assisting by granting all requests for leave from workers. 
<img height="464" src="/wp-content/uploads/articles/0603Thaiprotest.jpg" width="300" alt="" />
The State Enterprise Relations Confederation, made up of these public service labour unions, called a general assembly on the same days, in efforts to get workers to participate in protests. 
A mass rally was held at Sanam Luang, Monday, 13 March, continuing into the next day when 100,000 people marched on the Government House to present a petition demanding Thaksin&rsquo;s resignation. The workers and the utility unions of Thailand are also using the protests to demand an end to Thaksin-led efforts to privatise the state enterprises, a major undercurrent leading to the call for the billionaire&rsquo;s resignation.

Thai Public Utility Unions March Against Thaksin

<img height="40" src="/wp-content/uploads/articles/InBrief.gif" width="100" alt="" />
Workers represented by ICEM Jordanian affiliate, General Trade Union of Petrol and Chemical Workers&rsquo; Union, began a legal strike at the state-owned Jordan Petroleum Refinery Co. on 8 March. Some 3,500 workers struck in order to get the company to implement a signed agreement that was agreed to by workers and management. 
 
The agreement calls for wage increases, housing loans and post-retirement health insurance, but the government has failed to put those and other work terms into effect. The union had put forward the demands in 2003 and they were subsequently agreed upon. The strike is at Jordan&rsquo;s only oil refinery, the 100,000 barrel-per-day Zarqa refinery. Jordan must import all crude oil supplies, and production at the refinery is crucial for domestic purposes.

Jordanian Oil Workers Strike

<img height="40" alt="" src="/wp-content/uploads/articles/InBrief.gif" width="100" />
A strike by oil-service contractors in Ecuador was put down by the military, following a state of emergency imposed in three Amazon region provinces by President Alfredo Palacio. The 48-hour strike, 6 and 7 March, in which five of the company&rsquo;s largest oil fields were occupied, was conducted by 4,000 contract workers employed by 50 contract firms responsible to state-run Petroecuador. 
 
The contract workers, who work under 15-day, 20-day and 30-day term contracts, had not been paid in three months due to a dispute between the Finance Ministry and Petroecuador. The army put down the strike with tear gas and other forceful means and the leader of the oil workers&rsquo; federation, Remigio Sornoze, was jailed. Not only were the workers seeking their rightful back wages, but demands also include permanent employment by Petroecuador, and reforms to the budgetary law that regulates the oil company. 
 
The strike curtailed over 40% of Ecuador&rsquo;s 535,000 barrel-per-day production, costing the nation US$20 million. The South American country depends on Petroecuador for 43% of its revenues.

Contract Workers in Ecuador’s Oil Sector Strike

<img height="40" alt="" src="/wp-content/uploads/articles/InBrief.gif" width="100" />
The German trio of unions attempting to come under a single collective agreement with Energy producer Vattenfall got a lift when Swedish ICEM trade union affiliate SEKO pressed that country&rsquo;s Ministry of Economic Affairs for a fair and just resolution to the matter. Vattenfall AB is a Swedish state-run utility now in the process of buying out the minority stake of Vattenfall Europe AG. 
 
The German-based utility, the country&rsquo;s third largest, includes power utilities in Berlin and Hamburg, as well as power generation, distribution and lignite coal mines in eastern Germany. German unions IGBCE, Ver.di and IG Metall have been jointly negotiating with Vattenfall for a common accord in order to remove pay disparities and bring uniform working conditions to 20,000 German workers, but the company has refused. 
<img height="62" alt="" src="/wp-content/uploads/articles/GermanyFlag.gif" width="100" />&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;<img height="63" alt="" src="/wp-content/uploads/articles/SwedenFlag.gif" width="100" />
Vattenfall has indicated it may sell parts of the German company to other enterprises, effectively removing 5,000 from company employment rolls. The German unions seek a guarantee that sale of any operation to another company will include the common collective agreement. 
 
SEKO has begun a public campaign in Sweden on the company&rsquo;s hard-line stand in Germany, and has promised reciprocal industrial actions if the German unions strike. &ldquo;Vattenfall is an enterprise that must conduct its business activities outside Sweden the same as it does here,&rdquo; said SEKO Chairman Janne Rud&eacute;n. &ldquo;We have a tradition in Sweden in which the rights of workers are respected. This tradition must also occur in the countries of Europe.&rdquo; An ICEM News Release on the Vattenfall situation in Germany is at /?id=77&amp;doc=1672.

German Energy Dispute with Vattenfall Gets Swedish Attention

Archive

ICEM Powerpoint Presentation on DuPont

Global DuPont Trade Union Network Launched

Resolution from the ICEM Global Union Network of DuPont workers

Strike Action Today at International Paper’s Scottish Mill

ICEM letter in support of workers at International Paper mill in Aberdeenshire, Scotland

FNV Bondgenoten Brochure: Work & Pregnancy - From Month to Month

Thai Public Utility Unions March Against Thaksin

Jordanian Oil Workers Strike

Contract Workers in Ecuador’s Oil Sector Strike

German Energy Dispute with Vattenfall Gets Swedish Attention

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