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Global Solidarity 
A newsletter for unionised Goodyear workers world-wide
 
Global Network Links Workers across Borders 
 
When more than 100 labor leaders and trade union representatives from 16 countries gathered in Cleveland, Ohio in March 1999, they decided to form a global network for Goodyear workers around the world. The goal was to open lines of communication worldwide and to share information of mutual interest. 
 
Publishing Global Solidarity is one facet in the creation of a network that builds international worker solidarity within a multinational corporation. With the continuing consolidation of the world tire industry, workers need a united global front to address common problems. 
 
The Cleveland conference and the establishment of a global network was a direct result of an agenda established during an ICEM rubber industry conference held in Kuala Lumpur, Malaysia in June 1998. 
 
The delegates at the Cleveland conference elected a network steering committee comprised of Richard Davis (United Steelworkers of America), chairman; Yoshihiko Sawada (Gomo Rengo, Japan); Bill Holmes (Manufacturing Science &amp; Finance, U.K.); Carlos Antonio da Silva (Frente Unica de Borracha, Brazil); Thabang Nchele (National Union of Metalworkers, South Africa); and Peter Schmitt, (ICEM). 
 
The Steering Committee met in Pittsburgh, Pennsylvania on January 25, 2000 to set the network&rsquo;s direction. Among other things, the network held an initial meeting with senior Goodyear executives and proposed that a joint agreement on health and safety be negotiated. 
 
 
U.S. Steelworkers Win Contract Improvements 
 
On November 15, 2000, the Goodyear/Kelly Springfield/Dunlop Policy Committee of the United Steelworkers of America announced member ratification of changes to the Master Contract. The contract improvements are consistent with the industry pattern agreement established in the 2000 Bridgestone negotiations. 
 
Union workers at Goodyear and subsidiary plants in the U.S. will receive wage, cost-of-living and pension increases as well as language improvements in several areas, including preferential hiring and outside contracting. The agreement covers 12,000 employees at nine Goodyear locations, 5,700 workers at three Kelly plants and 2,600 workers at two Dunlop facilities. 
 
Negotiations between Goodyear and the Steelworkers began in March. Re-opener discussions were suspended March 10, about a month after the Steelworkers chose Bridgestone as its target company for pattern bargaining. When negotiations between Bridgestone/Firestone and the union concluded successfully in September, talks between the Steelworkers and Goodyear resumed. 
 
 
Asia/Pacific Unions Hold Regional Conference 
 
The ICEM hosted the Asia/Pacific Goodyear Network Workshop in Kuala Lumpur, Malaysia on July 25-26, 2000. The workshop resulted from actions taken at the ICEM World Rubber Conference of June 1998 and the ICEM-USWA Goodyear World Conference of March 1999, which directed Goodyear steering committees in all regions to conduct sessions. 
 
Yoshihiko Sawada, president of the Japanese Rubber Workers Union Confederation (Gomu Rengo, Japan) chaired the workshop that included 18 participants from five countries. Participants also came from SP KEP Goodyear Union, Indonesia; National Union of Workers, Australia; National Union of Employees in Companies Manufacturing Rubber Products, Malaysia; Centre of Indian Trade Unions; as well as ICEM-JAF and the ICEM. 
 
In addition to developing ways to network and communicate better, work groups discussed issues such as industrial health and safety, occupational diseases, and training and education programs. 
 
 
Goodyear Pushes to Bust Union in Colombia 
 
Despite extensive efforts over the past months to work with the company to reduce production costs at the Santiago de Cali plant, Goodyear management in Colombia is engaged in a blatant effort to undermine its collective bargaining relationship with the tire workers union SINTRAINCAPLA. 
 
The company unilaterally violated the union contract by hiring temporary workers in the production and maintenance departments. The collective bargaining agreement explicitly prohibits the use of temporary or contract workers unless the company and union agree. 
 
Workers at the plant have already accepted a number of concessions pursuant to collective bargaining negotiations with management aimed at saving jobs and keeping the plant open. 
 
 
Canadian Workers Reject Company Proposal 
 
Members of a Salaberry-De-Valleyfield, Quebec union, already on strike for six months, rejected a five-year contract proposal from Goodyear on November 15. Wage and job security issues were the reasons that members of Steelworker Local 919 overwhelmingly rejected the offer. The 76-member local, mainly office and technical workers at Goodyear&rsquo;s Valleyfield passenger radial facility, have been on strike since April 27, 2000. 
 
Local members have been working without a contract since July 1996. The union and the company have fought within Quebec&rsquo;s labor department over alleged exclusion of certain jobs from unionization. Initially the local was prevented by provincial law from striking, but regained that right earlier this year. 
 
The exclusion of jobs from bargaining units has continued to be an issue during the negotiations. Management&rsquo;s desire to turn union into non-union work, continued layoffs of Local 919 members, and increased use of subcontracting has reduced union employment by about 40% over the past decade. The Communications, Energy &amp; Paperwork Union represent production and maintenance workers at the plant. 
 
 
Indonesian Union Makes Proposal to Company 
 
In November, the SP.KEP Goodyear Indonesia (Chemical, Energy and Mine Workers Union at Goodyear Indonesia) 
 
initiated negotiations with PT. Goodyear Indonesia Tbk. The union is looking to improve wages, working condition and safety for its members. 
 
 
Goodyear Reneges on UK Union Agreement 
 
The company has mounted a major attack on two ICEM-affiliated unions in the United Kingdom. The Transport and General Workers Union and the MSF are battling to protect its members&rsquo; terms and conditions of employment as well as their ability to effectively represent membership. 
 
Goodyear has already announced layoffs (redundancies) of 540 workers at its Wolverhampton facility. More troubling is the way the company is handling the matter. In addition to the redundancy notice, the company has delivered 90 days notice that it is unilaterally canceling the long established employment security and severance payment agreement. 
 
ICEM General Secretary Fred Higgs and Goodyear Network chairman Dick Davis have urged the company to honor its commitments. 
 
The agreement, first signed in 1985, was revised and renegotiated as recently as October 1999. In September 2000, a Goodyear senior vice president promised the workers at Wolverhampton that the company would honor all existing agreements, including the Security of Employment Agreement. 
 
 
Operating Engineers Ratify Contract 
 
Striking workers at Goodyear&rsquo;s chemical plant in Houston, Texas overwhelmingly ratified a new contract in mid-December. The new agreement provides pension improvements and a first-year lump sum wage increase. 
 
Union solidarity was key in fighting Goodyear&rsquo;s demand for concessions on seniority rights, contracting out, health benefit cuts and wage reductions. Members of Local 347 of the International Union of Operating Engineers walked out on October 10 after rejecting the company&rsquo;s proposed new agreement. 
 
International unions representing Goodyear workers in France, Germany, Guatemala, Argentina, Brazil, Chile, Peru, Colombia, Australia and the U.S. registered protests with the company and lent support to Local 347. 
 
In early November, the workers rejected by a 2-to-1 margin another company offer that called for contracting out 139 jobs or across-the-board pay cuts. Wages would have automatically been cut by 33%, health care cost would have increased and a number of jobs would have been phased out over a two-year period. 
 
The settlement covers 350 workers at a plant that manufactures emulsion styrene butadiene rubber, a material used in tire production. 
 
 
Anti-Union Tactics in Guatemala 
 
The ICEM reported last year that Goodyear has targeted workers in Guatemala with anti-union practices. Forty-eight production employees, members of STGINSA, at the Guatemala City plant were fired without just cause and two executive committee members of the union were suspended. 
 
The union said the action breaches the collective bargaining agreement, the labor laws of the country and the international labor conventions ratified by the government of Guatemala. Ron Hoover, USWA Goodyear Coordinator in the U.S. urged the company to &ldquo;take the necessary steps to restore the proper integrity to the collective bargaining process (in Guatemala) and protect the company&rsquo;s &ldquo;Good Name.&rdquo; 
 
 
European Unions Stand Up for Goodyear Workers 
 
The IGBCE of Germany and the FCE-CFDT of France have recently written support letters on behalf of Goodyear workers in Wolverhampton, UK, Houston, U.S. and Colombia, South America. The letters were written to Goodyear Chairman and Chief Executive Officer Samir Gibara. 
 
Both letters proclaimed support for the Houston workers&rsquo; fight for a new contract and condemned Goodyear&rsquo;s management for undermining negotiations in Colombia, as well as terminating a job security agreement in the U.K. 
 
IGBCE president Hubertus Schmoldt also cited serious problems with Goodyear at its Philippsburg, Germany factory. Schmoldt criticized the company for trying to wreck the collective agreement and for not reinvesting in the facility. 
 
Both unions appealed to the company to take a civilized approach of discussing and negotiating changes with both the workers and their unions. 
 
 
ICEM &amp; FUTINAL Host International Conference 
 
Leaders of 25 unions from Mexico, Guatemala, Venezuela, Colombia, Peru Chile and Argentina, Uruguay, Brazil and the United States, gathered in Praia Grande, Brazil in November 2000 to participate in a conference hosted by the ICEM and the Latin American United Tire and Rubber Industry Workers Front (FUTINAL). 
 
The tire and rubber worker trade unionists examined trends in the world industry as well as national, regional and global concerns. Measures were adopted that will improve the exchange of information between workers of different global tire companies that operate in the region. 
Several motions were passed that extended solidarity to Goodyear workers in the region. Members Guatemalan Goodyear union STGINSA received a pledge of support from the conference in their battle against the company&rsquo;s anti-union practices. 
 
A resolution condemning Goodyear&rsquo;s union busting attempts in Colombia was passed, as was a motion directed to the Colombian government that denounced death threats by right wing groups to labor leaders. 
 
A motion to offer international solidarity to the Titan Tire workers in Uruguay, members of FUNSA, also passed. This action denounced the recent agreement between Titan and Goodyear that reduces tire production in Uruguay and promotes the imports of Goodyear products. 
In an act designed to strengthen the links between workers across borders, it was decided that an international delegation of rubber workers would visit in early 2001 all the countries of the Americas affiliated with FUTINAL. Next year&rsquo;s conference will be held in Argentina. 
 
 
Goodyear-Pacific Dunlop Announces Restructuring 
 
South Pacific Tyres Ltd. is cutting production at one site and laying off workers at another in Australia. The joint venture of Goodyear and Pacific Dunlop looks to reduce costs and reverse company losses within six months. 
 
Heavy truck production will be halted at the Somerton plant and passenger and light tire production will be reorganized. The company also plans to lay off 500 workers at its Melbourne plant and reduce the product line at that facility. 
 
The National Union of Workers represents workers at these plants. 
 
 
Aircraft Tire Production Resumes in Brazil 
 
After a seven-year hiatus, Goodyear has resumed production of aircraft tires at its Sao Paulo, Brazil facility to meet increased demand. The company manufactured aviation tires at the plant from 1943 until 1992, when it suspended production. 
 
About 30 percent of the tire output will be for the Brazilian market while the rest will be exported to North America, Europe, Asia, Australia and other Latin American countries. 
 
Brazilian airplane manufacturer Embraer-Empresa Brasiliera de Aeronautica, the world&rsquo;s fourth largest producer of airliners and a Goodyear customer since 1969, is building a new domestic plant that the company will supply. 
 
 
Global Goodyear 
 
Goodyear is the world&rsquo;s largest tire company. In addition, it manufactures and markets worldwide several lines of belts, hoses and other rubber products for the transportation industry, as well as various industrial and consumer products. 
 
Goodyear operates 92 plants in 27 countries around the world. Thirty-two plants are located in the US, eight in Canada, 20 in Europe, two in Africa, 13 in Latin America and 17 in Asia. With the addition of its Dunlop tire joint ventures, Goodyear employs more than 100,000. 
 
Last year, Goodyear posted net sales of $12.9 billion and net income was $241.1 million. For the nine months ending September 2000, net sales increased 12%. 
 
Goodyear is the No. 1 tire maker in North America and South America and the largest in Europe. Chairman and CEO, Samir Gibara, earned $1.6 million USD in salary last year and exercised options worth another $216,000 USD during that time. 
 
 
Send Your News! 
 
Global Solidarity is published by the United Steelworkers of America, Five Gateway Center, Pittsburgh, PA. 15222, USA. 
 
If you have news and information for the next issue of Solidarity News, please send it to Don Faulkner by: 
 
Fax + 1 412 562 2520 or 
 
E-mail mailto:dfaulkner@uswa.org

Goodyear network Global Bulletin - English version

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="/wp-content/uploads/articles/4logos.gif" 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="/wp-content/uploads/articles/ener3.jpg" 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 exchange of information and the development of good working practice within StatoilHydro worldwide operations. 

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

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

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

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

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

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

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

 
Gen&egrave;ve, Nov 13th . 2008 

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

Text of the Global Agreement between the ICEM and StatoilHydro

GLOBAL AGREEMENT 
 
between
ANGLOGOLD LTD. (AngloGold) 
 
and 
INTERNATIONAL FEDERATION OF CHEMICAL, ENERGY, MINE AND GENERAL WORKERS' UNIONS (the ICEM) 
 
on 
 
THE PROMOTION AND IMPLEMENTATION OF GOOD HUMAN AND INDUSTRIAL RELATIONS IN ANGLOGOLD OPERATIONS WORLDWIDE 
 
1 PREAMBLE 
 
1.1 AngloGold is a South African based gold mining company with business operations in several countries around the world. The ICEM represents trade unions that organise workers in the mining industry worldwide. 
 
1.2 AngloGold and the ICEM record their mutual interest in the development and sustainability of the gold mining industry worldwide, and in good human resources and industrial relations practice. 
 
1.3 AngloGold and the ICEM agree to give practical effect to their common interest, and accordingly enter into this agreement to: 
 
&middot; create an effective channel for an ongoing dialogue between them to protect and advance their mutual interests; 
 
&middot; affirm the principles and values of internationally accepted labour relations and human resource practice;and 
 
&middot; establish a procedure for the resolution of disagreements that may arise from time to time. 
 
1.4 In pursuance of this objective and of advancing the interests of all stakeholders in the gold mining industry the parties seek to promote an industry that is safe, humane and productive. 
 
 
2 APPLICATION 
This agreement is intended to apply to operations, wherever situated, over which AngloGold has direct managerial control.The parties agree that no additional processes or rights other than those specified in this agreement will be imposed by the application of the agreement by ICEM affiliates. 
 
 
3 FUNDAMENTAL PRINCIPLES AND VALUES 
 
The parties respect the following principles and values: 
 
&middot; the promotion of universal respect for and observance of human rights and fundamental freedoms for all, without distinction as to race, gender, language, national extraction, social origin, political opinion or religion; 
 
&middot; the rights of freedom of association with due regard to the principles underlying ILO Convention 87; 
 
&middot; the determination of the terms and conditions of employment through appropriate mechanisms, with due regard to the principles underlying ILO Convention 98; 
 
&middot; the elimination of all forms of forced and compulsory labour as proscribed by ILO Conventions 29 and 105; 
 
&middot; the effective abolition of child labour as proscribed by ILO Conventions 138 and 182; 
 
&middot; the elimination of discrimination and the promotion of employment equality in respect of employment policies and practices, with due regard to ILO Conventions 100 and 111; 
 
&middot; the provision of a safe and healthy working environment by the application of industry best practice; 
 
&middot; the conduct of mining operations with proper regard for the environment and for the health and safety of all those involved, and the public at large; 
 
&middot; the promotion of good relationships with local communities and a positive and meaningful contribution to community activities; and 
 
&middot; those principles and values referred to in the UN General Secretary's initiative, the Global Compact. 
 
 
4 IMPLEMENTATION 
 
4.1 Review and Application 
 
The parties agree to meet as often as is necessary, but at least annually, to review past practice and to preview future plans relevant to their interests, and to discuss the terms of this agreement. A sub-committee will be established to consider plans and proposals placed before it by either party following any alleged breach of accepted standards of conduct that could not be resolved at the level of local and national operation. 
 
4.2 Information Sharing and Training 
 
The parties agree to distribute copies of this agreement throughout their organisations to each appropriate level and area, and to advise the parties of their rights and duties under this agreement. 
 
 
5 ADMINISTRATION AND DURATION 
 
5.1 The General Secretary of the ICEM or a designated nominee and the Chief Executive Officer of AngloGold or a designated nominee is responsible for the administration of the agreement. 
 
5.2 The agreement will come into effect once signed and remains in force unless otherwise agreed or amended, or terminated by either party giving three calendar months&rsquo; notice, in writing, to the other. 
 
 
Signed by 
 
 
Fred Higgs, General Secretary, ICEM 
Bobby Godsell, CEO, Anglogold 
Senzeni Zokwana, President, NUM

Text of the Global Agreement between ICEM and AngloGold

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

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

Labour Relations &ndash; Minimum Standards 

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

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

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

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

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

Text of the ICEM Global agreement with Freudenberg

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

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

ICEM Bridgestone Network Chair and Secretary

PROTOCOL INSTITUTIONALISING DIALOGUE AT THE INTERNATIONAL LEVEL BETWEEN THE GENERAL MANAGEMENT OF ENDESA AND THE TRADE UNION REPRESENTATIVES 
 
Madrid, 25 January 2002 
 
PERSONS MEETING 
 
On the one hand, 
 
RODOLFO MART&Iacute;N VILLA and RAFAEL MIRANDA ROBREDO, persons legally of age, holding national identity documents nos. 09.580.318 - J and n&ordm;13045173 - X., respectively, 
 
and on the other hand, 
 
JOSU FRADE ODRIOZOLA, IGNACIO FERN&aacute;NDEZ TOXO and FREDERICK R. HIGGS, persons legally of age, holding national identity documents 14.863.638 A and 32,603.993 and British passport R 14.459.206, respectively. 
 
SIGNATORIES 
 
RODOLFO MART&Iacute;N VILLA and RAFAEL MIRANDA ROBLEDO are acting on behalf of and representing ENDESA, S.A. having its registered office at Madrid, Calle Pr&iacute;ncipe de Vergara 187, in their capacity as Chairman of the Board and Managing Director respectively of said Entity. 
 
JOSU FRADE ODRIOZOLA is acting on behalf of the FEDERACI&Oacute;N DE INDUSTRIAS AFINES DE UGT (hereafter &ldquo;UGT&rdquo;), in his capacity as General Secretary of the same. 
 
IGNACIO FERN&Aacute;NDEZ TOXO is acting on behalf of the FEDERACI&Oacute;N MINEROMETAL&Uacute;RGICADE CC.OO. (hereafter &ldquo;CC.OO&rdquo;.), in his capacity as General Secretary of the same. 
 
FREDERICK R. HIGG is acting on behalf of the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (hereafter &ldquo;ICEM&rdquo;), in his capacity as General Secretary of the same. 
 
 
 
WHEREAS 
 
FIRSTLY: The U.G.T. and CC.OO comprise the majority trade union representation at ENDESA in Spain, both parties having ratified their mutual capacity as interlocutors for negotiating any agreements and pacts that are agreed for all the enterprises, under the terms of the Agreement signed on 29 December 1999. 
 
 
SECONDLY: ICEM states that it brings together the majority of the trade unions representing ENDESA employees in the international field. 
 
 
THIRDLY: Both parties agree fully on the existence of common interests that can be summarised in the expediency of making the needs for growth and for the competitive and financial success of the Endesa Group compatible with dignified working conditions for all Group employees. 
 
 
FOURTHLY: Both parties agree that trade union dialogue, as well as any possible future agreements reached at ENDESA, need to be carried out in a spirit of dialogue and mutual understanding and reflect the common interests mentioned above, 
 
 
IT IS HEREBY AGREED 
 
FIRSTLY: That both parties adopt, as fundamental principles of the present protocol: compliance with international labour standards, and in particular the ILO conventions on trade union freedom and the right to organise and international standards on the respect of human rights; the strictest respect of standards and required behaviour in the area of Safety, Health and Prevention of Occupational Hazards; viewing the vocational training of workers as a qualification instrument that is mutually beneficial to the two parties; the commitment to provide a service of the highest quality; and supporting and upholding the ENDESA expansion plans which enable its activities and employment to grow. 
 
 
SECONDLY: To establish a channel of dialogue and international trade union consultation within ENDESA at the highest organisational level, as an effective tool for achieving an adequate exchange of relevant information between the two parties. 
 
 
THIRDLY: That at least once a year, or whenever required by the relevant nature of the topics to be discussed, an ICEM representative will take part in one of the meetings established in the &ldquo;AGREEMENT dated 25.10.2000 BETWEEN THE GENERAL MANAGEMENT OF ENDESA AND THE TRADE UNION REPRESENTATION&rdquo;, in which the questions provided for in said agreement shall be addressed in an international perspective. 
 
 
FOURTHLY: That, independently of what has been established in the previous agreement, whenever the relevance of the topics to be dealt with so justifies, and in any event, at least once every six months, Endesa&rsquo;s Corporate Human Resources Management will meet with the highest officials of the signatory trade unions, and that this meeting will be attended by one ICEM representative for each country other than Spain in which ENDESA has companies that it controls. 
 
4.1. The basic content of this type of meeting will be the analysis and mutual exchange of information concerning the most relevant happenings in the labour area, as well as the short and medium-term outlook, and specifically as regards the evolution of employment. 
 
Additionally the two parties may agree on and adopt initiatives to achieve the basic objectives and principles that inspire the present agreement, including participation in international programmes that are consistent with the jointly adopted principles. In keeping with this, both parties consider it a matter of priority to work to draw up a code of conduct which is consistent with said principles. 
 
4.2. In order to render the objective of dialogue and consultation compatible with the good functioning of the meetings, the trade union representation will attend these meetings accompanied by officials who can guarantee that the topics are addressed in an adequate fashion. 
 
4.3. In order to assist the effectiveness of the meetings, ENDESA will provide those attending these meetings with the communication systems enabling them to maintain contact among themselves and with the trade union organisations signing the present agreement. Likewise, ENDESA will bear the reasonable costs of organising and attending said meetings and will set the venue of the meetings in agreement with the signatories. 
 
4.4. The agendas of the meetings will be distributed in advance by ENDESA management to those attending. 
 
Where proposed by either party with sufficient notice, it may be agreed that the meetings address other topics that are considered relevant in terms of their general or current importance. 
 
 
FIFTH. That the contacts and the information exchanged between the parties under the protection of the present agreement shall not replace or interfere with labour relations at the local level. 
 
 
SIXTH. That the information provided by Management at these meetings may be declared by the latter to be restricted and confidential, whenever its dissemination to competitors or to the general public could be detrimental to the economic interests of the Enterprise or to the proper execution of the business plans. 
 
In these cases, those attending commit to maintaining confidentiality and professional secrecy on the topics discussed and on the information and documentation provided by the Enterprise in such meetings. 
 
 
SEVENTH. That ENDESA and the trade unions signing the present agreement will disseminate its content to all companies, in the international area, over which ENDESA exercises control. 
 
Any information published externally about the present agreement will be mutually agreed by the parties. 
 
 
EIGHTH. That the present agreement will be valid until 31 December 2003, unless its extension is expressly agreed between the parties. 
 
 
And in witness of their acceptance of all the foregoing, they sign the present agreement in quadruplicate, at the place and date indicated in the heading. 
 
 
 
For ENDESA 
Rodolfo Mart&iacute;n Villa 
 
For FIA UGT 
Josu Frade Odriozola 
Rafael Miranda Robredo 
 
For F.M. CC.OO 
Ignacio Fern&aacute;ndez Toxo 
 
 
For ICEM 
Frederick R. Higgs

Text of the ICEM Global Agreement with Endesa

In a major rebuff to the Australian government, the OECD has criticised its handling of a complaint on breaches of OECD guidelines by global minerals giant Rio Tinto. The Australian government will now have to deal with the complaint on its merits - and this could mean further trouble for the company. 
 
A senior intergovernmental committee of the OECD - the Committee on Investment and Multinational Enterprises - issued a ruling on 10 December in Paris that has now been released publicly. It deals with a formal complaint lodged by the Australian Council of Trade Unions (ACTU) in April 1998 regarding Rio Tinto's multiple breaches of the OECD Guidelines for Multinational Enterprises - a voluntary code with which the company claims it complies. The OECD Guidelines require that companies respect the rights of their employees to bargain collectively and promote collective bargaining. 
 
Rio Tinto has been embroiled in a series of major industrial disputes in Australia, essentially over its attempts to deunionise its operations there. 
 
The Australian government rejected the ACTU's complaint in February 1999, claiming that Rio Tinto compliance with Australian law was sufficient to comply with the Guidelines. It also argued that Rio Tinto was not really a multinational enterprise - even though it has over 60 operations in some 40 countries and all senior management in its London head office. The government refused to deal with the substance of the complaints. 
 
The ACTU therefore took the matter directly to the OECD, which has ruled the Australian government is wrong on both counts. 
 
John Maitland, National Secretary of Australian mining union the CFMEU, described the result as a victory for unions and a major international embarrassment to the Australian government. 
 
Maitland is also President of the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM), to which the CFMEU is affiliated at the global level. Together with a broad alliance of campaigning organisations, the ICEM has been pressing Rio Tinto to improve its respect for the environment and for human rights worldwide, notably trade union rights and the rights of indigenous peoples. 
 
&quot;On the advice of Rio Tinto and [Australian industrial relations minister] Peter Reith, the Australian government thought it could escape its obligations to apply OECD standards for trade union rights through the spurious use of technicalities,&quot; Maitland said. &quot;Instead, the OECD effectively said 'no way'. The ACTU has cited independent findings of conduct that constitute multiple breaches of the OECD Guidelines by Rio Tinto and these must now be dealt with. 
 
&quot;The outstanding question now,&quot; Maitland insisted, &quot;is whether the coalition government is going to stick with their big business mates in flouting OECD standards. Or are they going to finally live up their responsibilities as a member government of the OECD?&quot; 
 
The OECD ruling creates further difficulties for Rio Tinto, coming on the heels of allegations in the United Kingdom over serious pollution at the company's former Capper Pass tin smelter, and litigation by environmental and indigenous groups in Canada over its Diavik diamond mine. 
 
An ICEM meeting of unions from Rio Tinto's operations worldwide will be hosted in Australia next February by the CFMEU.

OECD Rebuffs Australian Government Over Rio Tinto Case

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

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

 
Principles for the operation of the Steering Committee 

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

DECISIONS of the ICEM Bridgestone Union Network Steering Committee

Archive