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The ICEM has published the <a href="/sites/default/files/migration/icem/0606ICEMHIVAIDSManualEN.pdf">ICEM HIV/AIDS Training Manual for Collective Bargaining</a> and a <a href="/sites/default/files/migration/icem/0701ICEMHIVAIDSGuideEN.pdf">Guide on HIV/AIDS Resources and Funding</a>. Both publications are available in English, French and Spanish. They can be accessed from the <a href="/en/72-HIV-AIDS">front page</a> of the&nbsp;HIV/AIDS section of the ICEM&nbsp;website. In the framework of the LO/FTF-sponsored HIV/AIDS project for the mining sector in Ethiopia, two policies were developed in workshops with participants from the National Industrial Federation of Energy, Chemical and Mine Trade Unions (NIFECM). These are an <a href="/index.php?id=72&amp;la=EN&amp;doc=3650">HIV/AIDS Policy for a union</a> and an <a href="/index.php?id=72&amp;la=EN&amp;doc=3649">HIV/AIDS Workplace Policy</a>.&nbsp;Affiliates are urged to use these policies as examples to formulate their own HIV/AIDS policy and to negotiate HIV/AIDS workplace policies with employers. These are generic versions in which only the names of the union, country and company have to be filled in. Also included are power point presentations on <a href="/sites/default/files/migration/icem/2010-PPP_Basic%20HIV.ppt">Basic Facts about HIV/AIDS</a>, <a href="/sites/default/files/migration/icem/2010-PPP_HIV_workplace.ppt">HIV/AIDS and the Workplace</a>, on <a href="/sites/default/files/migration/icem/2010-PPP-Negotiating.ppt">Negotiating on HIV/AIDS</a> and on <a href="/sites/default/files/migration/icem/2010-PPP-WPPolicy.ppt">Elements of an HIV/AIDS Workplace Policy</a>. You can adapt these PPPs and use them in your educational activities. A large number of documents is available. We can only give a small selection of what we consider the most relevant. We refer you to the links of the organisation on this website. Most of their publications are not included here. The Global Union AIDS Programme initiated a survey on union action with case studies, which was published by UNAIDS in September 2006 <a href="http://www.unaids.org">www.unaids.org</a>. On this website you also find HIV/AIDS statistics on your country and contact points. The ILO Code of Practice on HIV/AIDS and the world of work can be downloaded <a href="http://www.ilo.org/public/english/protection/trav/aids/publ/codelanguage.htm">here</a>, but for workshops and seminars the printed pocket version is more useful. You can get it at ILO offices in your country. <a href="/sites/default/files/migration/icem/ILO%20HIV.AIDS%20Leaflet.pdf">This leaflet</a>, produced by the ILO Office in New Delhi, can serve as a basis for your own leaflet for mass distribution.In April 2011, the ILO Bureau for Workers&#039; Activities (ACTRAV) published toolkits for trade unions on HIV and AIDS. The six toolkits deal with 1. Core Information on HIV and AIDS, 2. Respect for Rights, 3. Workplace Action on HIV and AIDS, 4. Trade Union Education and Training on HIV and AIDS, 5. Mobilizing Resources for Trade Union Action and 6. Project Development and Proposal Writing. They are accompanied by a Guide to the Toolkit which includes learning activities, case studies and references. The seven documents can be accessed <a href="http://www.ilo.org/aids/Publications/lang--en/index.htm">here</a>. The World Bank has produced a generic operations manual (GOM) on its multi-sector HIV/AIDS Program in Africa &ldquo;Turning bureaucrats into warriors&rdquo;, which devotes a chapter to the importance of civil society organisations. The World Bank sees the strength of trade unions in the size of their membership and that they usually have paid staff and some financial management capacity. According to the GOM &ldquo;They represent a greatly underused and promising channel to reach thousands of employees and their families in all sectors and levels of employment&rdquo;. The International Finance Corporation, the private sector arm of the World Bank Group has produced an <a href="http://www.ifc.org/ifcext/aids.nsf/AttachmentsByTitle/HIV_AIDS_Mining_Guide/$FILE/AIDS_Mining_Guide.pdf">HIV/AIDS Guide for the Mining Sector</a>. It provides practical advice and management guidance that will help stakeholders implement intervention strategies. The full document is a 10 MB pdf file but the sections and appendixes can be downloaded separately. Section Two Management Strategies and Section Three Workplace HIV/AIDS Programme are of particular interest. <a href="http://www.theglobalfund.org/en/">The Global Fund to Fight AIDS, Tuberculosis and Malaria</a> publishes an annual report, which gives information on the approved grants and includes some country profiles. It is useful to subscribe to the Global Fund Observer, a free monitoring service at <a href="http://www.aidspan.org">www.aidspan.org</a>.

Overview of useful HIV/AIDS materials

The chemical sector will be under continuous and intense public scrutiny for the foreseeable future, workers' spokesman Fred Higgs told a UN-backed world meeting of unions, employers and governments now in session in Geneva. 
Health, safety and the environment will remain the focus of that public attention, Higgs emphasised. Voluntary initiatives such as the chemical industry's Responsible Care programme could play an important role in meeting the sector's responsibility to ensure the highest possible health, safety and environmental performance. But these initiatives have to be credible - and that means they must fully involve workers and their trade unions. 
 
Fred Higgs is Vice-President of the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM). He is the spokesman for the workers' group at the Geneva meeting, which is being held under the auspices of the UN's International Labour Organisation (ILO). Unions, governments and employers meet on equal terms within the ILO, whose Tripartite Meeting On Voluntary Initiatives Affecting Training and Education on Safety, Health and Environment in the Chemical Industries ends tomorrow. 
 
According to Higgs, &quot;Voluntary industry initiatives - in particular the Responsible Care programme - will only be viewed by workers and their trade union representatives as important and legitimate components of industrial policy and strategy if they fully and meaningfully involve workers and their trade union representatives from the plant level through to the international level.&quot; That was why companies must base their voluntary approaches on the development of mutual trust and joint union/management involvement at the workplace. 
 
Both the ICEM and his own union, ICEM British affiliate the TGWU, see these voluntary initiatives as part of their everyday concerns, Higgs said. They &quot;very much hope to agree with employers this week the principles necessary to build the joint commitment and involvement on which the Responsible Care programme ultimately depends for its effectiveness and credibility.&quot; Failure to reach such agreement would inevitably result in a considerable hardening of union attitudes towards the Responsible Care programme in particular, and voluntary initiatives more generally. 
 
Unions representing chemical workers worldwide have every interest in ensuring that the chemical industry is at the forefront when it comes to health, safety and environmental protection, Higgs pointed out. &quot;If this can be achieved by genuinely joint commitment and involvement of both sides of industry in voluntary initiatives such as the Responsible Care programme, then voluntary initiatives will perhaps finally have come of age.&quot; 
 
The ICEM has consistently pressed for the chemical firms' Responsible Care programme to be made credible and verifiable, with full union participation. A 1997 world survey by the ICEM found that workers and their unions were neither widely involved in nor well-informed about Responsible Care. Among those that were, many were sceptical about its real value. 
 
In fact, chemical manufacturers now increasingly accept that unions and others must be better involved in the programme if it is to be credible. 
 
&quot;Dialogue is an imperative if Responsible Care is to succeed,&quot; Bryan Sanderson told the Geneva meeting this week. &quot;Governments and Trade Unions are essential stakeholders in this process of dialogue.&quot; 
 
Sanderson is President of the chemical manufacturers' European council CEFIC and chairs the board of their world council, the ICCA. 
 
In Geneva, he called for the development of verification systems for Responsible Care. He also recognised that the chemical industry still has much to do to improve its workers' and external stakeholders' knowledge of the Responsible Care programme. &quot;But we are committed to improving this,&quot; Sanderson promised.

Chemical Safety: Union Involvement Vital, UN Meeting Told

Tyre and rubber unions from sixteen countries on five continents - all representing workers employed at tyre and rubber multinational Goodyear - today formed a global network of unions &quot;for our mutual defence and advancement.&quot; 
The unions establishing the network met today in Cleveland, USA. They are from Brazil, Canada, Chile, Colombia, France, Germany, Guatemala, Japan, Malaysia, Morocco, Slovenia, South Africa, Turkey, the United Kingdom, the United States and Venezuela. At the global level, they are affiliated to the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM). 
 
The unions set up a formal steering committee for the network and elected Richard Davis, Vice President for Administration of the United Steelworkers of America (USWA), as its chairman. 
 
The USWA organises American tyre workers, and Davis is the union's chief negotiator with Goodyear in the United States. 
 
&quot;The creation of this network is an historic first step to build worker solidarity across borders in one multinational corporation,&quot; said Davis. 
 
&quot;When we heard reports about Goodyear operations and labour relations in the different countries, we found we had a lot in common with each other and needed to work together for a common agenda.&quot; 
 
Goodyear has operations in 29 countries. In 1998, Goodyear earned profits of 682.3 million US dollars on revenues of 12.6 billion. 
 
Globally, the company employs approximately 95,000 people. 
 
The company recently concluded a joint venture agreement with Sumitomo Rubber Industries Ltd. which, when it becomes effective, will make Goodyear the largest tyre company in the world. 
 
The unions agreed to make worker health and safety a first priority for the network, following reports of wide discrepancies in conditions at Goodyear facilities in different parts of the world. 
 
&quot;Is a worker's life in Malaysia worth any less than a worker's life in the United States or the United Kingdom?&quot; asked USWA President George Becker, who chaired today's meeting. &quot;Of course, it is not, and we have to work together to ensure that Goodyear adheres to the highest possible standards no matter where it does business.&quot; 
 
Becker chairs the ICEM's rubber industry section. 
 
The unions agreed to create a database on Goodyear's operations and working conditions. They will assist each other during collective bargaining negotiations and disputes with Goodyear when they arise, and will support efforts to organise the company's non-union facilities.

Goodyear Unions Set Up Global Network

Chemical sector unions and companies are to cooperate worldwide on the continuous improvement of health, safety and environmental protection. 
Agreement on this was reached following talks in Geneva last week between worker representatives coordinated by the 20-million-strong International Confederation of Chemical, Energy, Mine and General Unions (ICEM) and employers grouped within the International Council of Chemical Associations (ICCA). 
 
Specifically, the joint efforts will focus on the chemical industry's Responsible Care programme. This voluntary initiative aims at continuous improvement of health, safety and environmental standards. It stresses the need to communicate the results to stakeholders and the public. 
 
Governments were also represented at the Geneva meeting, which was organised by the UN's International Labour Organisation (ILO). 
 
The meeting's conclusions emphasise that &quot;there is a dialogue in progress which will be formalised and continued on the meaningful involvement of workers and their representatives on the subject of Responsible Care between ICCA and ICEM.&quot; 
 
Similarly, &quot;employers should involve fully the workers and their representatives in local Responsible Care activities and brief them and their representatives at the national level in matters such as the status of implementation.&quot; 
 
Responsible Care has had &quot;positive results&quot; and &quot;there is potential, with greater involvement of stakeholders, to go further.&quot; Its goals &quot;should be embraced by all chemical firms and by all those working in the industry.&quot; 
 
But Responsible Care must not just deliver. It must be seen to deliver. &quot;Performance indicators and verification procedures&quot; are therefore &quot;critical for the credibility of the initiative.&quot; 
 
Crucially, the companies, governments and unions recognised that Responsible Care is no substitute for regulation. Rather, &quot;the regulatory framework and voluntary initiatives should be mutually supportive.&quot; 
 
Regulation should ensure that &quot;minimum standards are set and met.&quot; This entails &quot;legally authorised inspections&quot;, coupled with &quot;support programmes&quot; and &quot;sanctions&quot;. But the less prescriptive &quot;goal-setting&quot; regulations also require &quot;suitable government oversight&quot;. 
 
Voluntary initiatives, on the other hand, should &quot;in particular aim at achieving higher levels of performance than those possible through legislation alone.&quot; They should &quot;provide encouragement and mechanisms for bringing all plants and firms up to acceptable performance levels&quot;, and their goals &quot;should not be static but should be based on the principle of continuous improvement.&quot; 
 
The emphasis is on the &quot;development and diffusion of best practices&quot; both between companies and within each corporation. Notably, multinationals should apply their corporate health, safety and environment standards worldwide. There should also be &quot;provision of expertise to chemical industries in developing and transitional countries&quot;, including via the ILO and other UN agencies. 
 
The chemical industry's trade associations and the bigger companies in the sector should help small and medium-size businesses to improve their health, safety and environment performance. 
 
&quot;The development and diffusion of best practices will be rendered more effective to the extent that workers and their representatives play an effective role in the voluntary initiatives,&quot; the employers, governments and unions agreed. 
 
&quot;Internationally comparable systems of performance should be developed and maintained to track chemical enterprises' health, safety and environment performance,&quot; they insisted. &quot;Workers and their representatives should be involved in the development and use of such systems.&quot; 
 
Managers and workers alike need training if Responsible Care is to succeed. The Geneva conclusions set out these training requirements in some detail. Again, &quot;workers and their representatives should have a voice and influence in determining the nature and scope of the health, safety and environment-related information and training provided to them in the context of voluntary initiatives.&quot; 
 
Chairing the workers' group in the committee that drew up the conclusions was ICEM Vice-President Fred Higgs (for a summary of his and the employers' comments, see ICEM UPDATE 9-1999). 
 
Robert Wages, Vice-President of the ICEM-affiliated American industrial union PACE, chaired the workers' group on the resolutions committee. Coordinating the workers' representatives throughout the week-long meeting were the ICEM's Deputy General Secretary Peter Michalzik and Health, Safety and Environment Officer Reg Green. 
 
Global union-employer cooperation on Responsible Care is now set to move forward rapidly. Within the next two months, the ICEM will be addressing the governing bodies both of the ICCA and of the European-level chemical producers' federation CEFIC on this issue.

Chemical Safety: World&#039;s Firms And Unions To Cooperate

Contents: 
 
1. 2005 Nobel Peace Prize 
2. ICEM Africa Regional Women's Meeting 
3. Collective Bargaining Training in Chile 
4. ICEM Colombia Women's Meeting 
5. Diagnosis in Costa Rica 
6. UK - T&amp;G Women's School 
7. Negotiations in Spain 

 
1. Nobel Peace Prize 
 
The names of nine Nepali women, included in a list of 1000 women worldwide to be nominated as a single entity for the 2005 Nobel Peace Prize, were made public on 29 June. The list includes among others Binda Pandey, GEFONT Nepal and Vice-President of ICEM. The 1000 women have been collectively nominated as a single candidate for the prestigious prize. Of the 1000 women nominees, 157 have been nominated from South Asia, the most of any region. The project aims to make women's efforts visible to counter injustice, discrimination, oppression and violence. 
 
 
2. ICEM Africa Regional Women's Meeting 
 
A meeting was held on 2 June 2005 in Johannesburg before the ICEM Africa Regional Committee meeting to formally establish the Africa Regional Women's Committee and to review activities in the region. 
 
Information was provided on ICEM global programs on HIV/AIDS and contract and agency labor. It was agreed that in both issues women are disproportionately affected, and special attention needs to be paid to impacts on women. The Shop Steward Development Program in Africa has a potential for developing teams of women at national level, and ICEM is asked to increase the scope and level of activity targeted at women within this project. 
 
Monitoring the recruitment and development of women in unions is difficult if there are no women's structures; without women's structures we act individually. Without a commitment to funding, however, it is difficult to initiate activities in the region for women. Thought should be given to developing a fund for women's activities in the region, and any ideas should be passed on to Vida Brewu at vbrewu@yahoo.co.uk. 
 
The ICEM Africa Women's Committee was established and made up of one representative each from Ghana, Botswana, DRC, Nigeria and South Africa. The committee will meet annually before the African regional committee. 
 
 
3. Collective Bargaining Training in Chile 
 
Erica Hidalgo Barrahona, ICEM women's committee, held a two-day training course for women in collective bargaining together with the Chilean oil workers' union FENATRAPECH. It was the last event scheduled in the FNV/SASK Equal Opportunities Project in Latin America. It was attended by 24 women. 
 
The topics included were labor relations and collective bargaining, changes in the company and their impact on collective bargaining, new and old contents of collective bargaining, gender issues and negotiations. Power relations were also discussed. Simulations were done. Public speaking was practiced. Cooperation with other organizations was also arranged. 
 
 
4. ICEM Colombia women's meeting 
 
ICEM Colombia held two women's meetings, from 30 March to 1 April, and from 1 to 3 June 2005. The themes were women and labor market, changes in women's work, gender division of labor, work, gender and globalization, women's working conditions, and equal opportunities and equal pay between women and men. 
 
These meetings were held in the framework of the FNV/SASK equal opportunities project. 
 
The women analysed their own experiences to understand the changes in their working lives. They analysed what jobs women have done, what the stereotypes are for women's work that have been passed down, and how women's and men's roles have been defined, with women and men doing different jobs and carrying out different functions. 
 
Women and men are assigned different roles, with men assigned to public space and women to the home. Thus the two sexes are segregated, and what they do is valued differently. Work is evaluated on the basis of what it contributes to creating wealth. Globalization has made the sexual division of labor more acute and women's work more precarious, leveling the existing differences downwards. The demands for more qualifications that the economic model requires have not been matched by qualified jobs. Nowadays women are better educated, but they have more precarious jobs with lower pay. The most precarious jobs are in the informal sector, which is mostly covered by women. Equality between men and women is recognized with a lowering of standards for both. 
 
The seminars also provide leadership training with what it means to be a woman leader. An analysis was provided on differences between women's and men's leadership, as well as power relationships. Equal opportunities and equal pay were discussed in connection with collective bargaining and the importance of including gender in negotiations. 
 
 
5. Diagnosis in Costa Rica 
 
On 10 June a seminar was held in Costa Rica to define policies for women and men in collective bargaining. It was attended by 12 women and 8 men. The point was to do mapping and to see where women have been excluded from the oil industry up to now. Up to now women have only been doing certain things. A questionnaire was developed. A diagnosis was also developed of the situation with youth. The young people were asked their aspirations. The demand was to include people under 40 years of age in the trade union induction process. This work will be continued and expanded in the first week of July. 
 
 
6. UK - T&amp;G National Women's School 
 
A National women's school was held from 12 to 17 June 2005 organised by the Transport and General Workers Union in Eastbourne, UK. The group was divided up into four to cover getting involved in the union, women in the workplace and winning for women. The subjects covered, among others, union structures, branch equality officers, women's health, equal pay and equal pay audits, family friendly policies, work-life balance, and trade union conference procedures. Sisters attended from all levels within the union, from newly elected reps to more experienced colleagues. The women gained more confidence and went out to encourage more women to take their rightful place within the unions. 
 
 
7. Negotiations in Spain 
 
FITEQA CCOO in Spain managed to achieve certain extra payments for families in their 2005 negotiations. 
 
These extra payments are still not widespread, but they cover certain advantages such as scholarships, assistance for children, for education. This is something that has to be analysed more in detail because it has to do with the fact that companies seem to be more willing to pay out limited amounts of money. It may also be due to the fact that some employment structures are getting younger, so that these advantages can be directly relevant to young families. Because of the fact that pay is not equal, these payments are considered to be a form of compensation. These payments do have their merits, but nevertheless, it is wages and salaries that pay for work, and trade unions should still keep their eye on non-discrimination in pay and negotiate on equal pay for work of equal value and the necessary processes of evening out pay.

ICEM Women’s bulletin No. 2 – July 2005

Trade unions representing workers in the world's energy and water utilities want to maintain strong social control over these basic public services. The ongoing revolution in electricity, gas and water sectors is frequently leading to major job losses, higher prices, problems with quality of services, and attacks on union rights. Proper regulation and full involvement of unions and other interest groups in all phases of any reform processes are required to guarantee a socially balanced outcome. 
This was pointed out by union delegates attending the International Labour Organisation (ILO) meeting of workers, employers and governments in session this week in Geneva. 
 
The ILO Tripartite Meeting on Managing the Privatisation and Restructuring of Public Utilities (water, gas, electricity) will exchange views on the impact of these processes on employment, working conditions, human resources development and service delivery. It aims to adopt a series of jointly agreed conclusions and possibly resolutions. 
 
The Workers' Group is coordinated by the Public Services International (PSI) and International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM) whose affiliated unions represent millions of workers in electricity, gas and water utilities around the world. 
 
Contrary to claims by neo-liberal politicians and free market advocates, the unions feel that the experience of rapid changes in the utility sector is so far mainly negative. 
 
&quot;We find that the process of restructuring and privatisation of water and energy has frequently resulted in loss of employment, trade union derecognition, higher prices, problems with quality of services, hidden subsidies and guarantees from public authorities to private, and problems of weak regulation&quot;, pointed out Hans Engelberts, General Secretary of the PSI. 
 
According to Engelberts, &quot;provision of water and energy by public sector operations has clear advantages in accountability, public service obligations, stability of services, and stability of employment.&quot; 
 
Unions feel that there is a fundamental conflict of interest between multinational companies who are increasingly allowed to invest in utilities in search of quick profits, and citizens who need reliable, reasonably priced, high quality public services. 
 
The governments have an important role to play in balancing this conflict of interest. Strong regulation and framework conditions are some of the key tools for maintaining social control. 
 
But also unions have new control tools to offer. PSI is urging multinational water companies to sign up the PSI Code of Conduct on water services which lays down a number of basic conditions for lean and safe drinking water and fair labour practices. 
 
ICEM Deputy General Secretary Peter Michalzik cited ICEM's agreements signed last year with the Norwegian oil and gas group Statoil and the main players in the global chlorine industry. These agreements cover union rights, fair wages and benefits, health and safety standards, the environment and training. 
 
&quot;We need more such enforceable agreements and other similar arrangement to construct a social basis for the new global energy and water sectors&quot;, said Michalzik. 
 
 
 
-------------------------------------------------------------------------------- 
 
Public Services International (PSI) is a global trade union federation representing 20 million public service workers in 500 unions in 150 countries. 
 
International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM) is also a global union organisation with 430 affiliated unions representing 20 million workers in 115 countries. 
 
The UN's International Labour Organisation (ILO) is hosting a Tripartite Meeting on Managing the Privatisation and Restructuring of Public Utilities (water, gas, electricity). 20 representatives each of governments, employers and workers will discuss the issues and attempt to agree on conclusions that provide guidance for future action. The Meeting is taking place on 12-16 April 1999 in Geneva.

Unions Want Social Control, ILO Utilities Meeting Told

Contents: 
	 
	1. Brief Report of ICEM Women&rsquo;s Committee, 9-10 May 2005 
	2. Brief Report of Evaluation of ICEM/FNV/SASK Equal Opportunities Project in Latin America 
	3. Equal Opportunities Agreement at Repsol 
	4. Information from Canada 
	

	1. ICEM Women&rsquo;s Committee, 9-10 May 2005 
	 
	The ICEM Women&rsquo;s Committee decided to prioritise the following issues for work up to the 2007 Congress: 
	 
	a. Women&rsquo;s Communication and Information. This includes a women&rsquo;s website page, the women&rsquo;s network, a women&rsquo;s section in ICEM publications, and gender issues in global agreements. The ICEM website is currently being remodelled. Once this work is finished, there will be a women&rsquo;s section on the website. The main ICEM publication, the twice-yearly GLOBALINFO, will contain a page on women&rsquo;s issues. Gender issues will be given greater priority in global agreements. AND THIS IS THE FIRST ISSUE OF THE ICEM WOMEN&rsquo;S BULLETIN. It was decided to send this bulletin out electronically on the 1st of every month. All of these initiatives will only work, however, if we receive sufficient input from YOU, because without the input from our affiliates, there will not be sufficient information to publish. We therefore call upon each and every one of you to send us information. 
	 
	Binda Pandey, Nepal, ICEM Vice-President, wrote the following suggestions for women to communicate: 
	 
	These can be the content to share among women&rsquo;s network as well as include into the Gender WebPages
<ul>
	<li>
		ICEM&rsquo;S Gender policy, 11-points programs and activities</li>
	<li>
		Women networking/structure under ICEM structure</li>
	<li>
		Gender proportion in participation 
		 
		- Decision making structure of ICEM&nbsp; 
		 
		- Workforce participation in sectoral basis (if possible)&nbsp; 
		 
		- Participation in activities organized by ICEM as sector and regional basis</li>
	<li>
		National Labor Legislation from gender point of view</li>
	<li>
		Information collected from affiliates 
		 
		- Women&rsquo;s participation as member, congress and executive committee&nbsp; 
		 
		- Gender participation in activities on annual basis.&nbsp; 
		 
		- Women&rsquo;s structure, activities and achievement&nbsp; 
		 
		- Major gender agendas at workplace and society, which is being dealt by UNION&nbsp; 
		 
		- Gender demand in CBA process and agreements&nbsp; 
		 
		- Action against HIV/AIDS and women trafficking&nbsp; 
		 
		- Ratification of ILO convention related with gender issues&nbsp; 
		 
		- Gender agenda included into Global Agreements.</li>
</ul>

	b. The ICEM Women&rsquo;s Committee further decided to prioritise equal pay for work of equal value in the pharmaceuticals industry. This will include giving maximum publicity via the website, publications, press releases, a briefing note and leaflets, posters and stickers. Surveys will be done of major companies, and CEO&rsquo;s of multinational companies approached. The policy should be pursued in collective bargaining, with ICEM assistance if required. 
	 
	c. One additional priority will be the offshore oil and gas industry. The ICEM is already involved in the ICEM-ITF Oil and Gas Alliance, a working group with the ITF, the International Transport Workers&rsquo; Federation, and gender issues should be included in future meetings of the working group. 
	 
	d. The women&rsquo;s committee also heard reports about ICEM&rsquo;s work on contract and agency labour as well as HIV/AIDS. Women&rsquo;s involvement in these two areas of work is vital and should be boosted. 
	 
	 
	2. Brief Report of Evaluation of ICEM/FNV/SASK Equal Opportunities Project in Latin America 
	 
	The evaluation seminar was held from 24 to 26 May in Sao Paulo, Brazil. The main results of the 3-year project were as follows:
<ul>
	<li>
		Significant rise in women&rsquo;s participation in trade unions, including in leadership. For example, six women union presidents attended the seminar, five of whom were elected as a direct result of the project work.</li>
	<li>
		Progress in collective bargaining proposals, especially in Chile and Brazil. 70% of the unions involved presented new gender-related proposals in their demands. In Nicaragua the sisters realised that it was a great achievement already having women present in negotiations.</li>
</ul>

	Special highlights were the creation of a permanent parity commission in Sao Paulo to discuss equal opportunities in the pharmaceuticals industry, where a major conference was held in 2004 to discuss gender and bullying at work, attended by 120 employers. The parity commission is a direct result of this conference. A second conference will be proposed to discuss women&rsquo;s health, with particular emphasis on RSI, repetitive strain injury, which is an epidemic in Brazil. 
	 
	CNQ-CUT, the Brazilian chemical confederation, has been training 30 women a year with its own resources in the FORMAQUIM program. 
	 
	In Santa Catarina, the FETIESC federation organised a public hearing on RSI, which was attended by 600 people. 
	 
	It is important to stress the fact that the experiences in the different countries in Latin America differ greatly due to the political, social and economic contexts. In many countries, negotiations have not even taken place for some time. Of all countries in Latin America, Brazil has the most advanced process of collective bargaining, due to its size, socio-economic situation and the history of the trade union movement. 
	 
	Work will continue on the oil industry, pharmaceuticals, collective bargaining, health issues such as RSI and HIV/AIDS, contract work and violence against women. 
	 
	 
	3. Equal Opportunities Agreement at Repsol 
	 
	On 17 May 2005 the Spanish energy company Repsol YPF concluded an agreement on equal opportunities with the Spanish trade unions FIA-UGT and FITEQA-CCOO. The main objective of the agreement is to improve women&rsquo;s working position on the job and in their career in the Group&rsquo;s companies. This will be achieved by:
<ul>
	<li>
		Increasing the number of women working in each of the Group&rsquo;s companies,</li>
	<li>
		Diversifying the jobs done and functions performed by women,</li>
	<li>
		Promoting women workers&rsquo; participation in job training,</li>
	<li>
		Re-evaluating women workers&rsquo; skills and abilities to guarantee equal pay for work of equal value,</li>
	<li>
		Making work more compatible with family responsibilities, both for women and men.</li>
</ul>

	The Repsol YPF group will strengthen its role as a Group by committing and advancing equal opportunities policies as part of its strategic plan, which will contribute to its future viability by making the objectives of competitivity and employment more compatible. This will be achieved by:
<ul>
	<li>
		Managing human resources to avoid discrimination and to provide real equal opportunities, backed up by permanent social dialogue,</li>
	<li>
		Committing to the adoption of positive action programs, backed by efficient instruments and adequate funding,</li>
	<li>
		Promoting changes in attitude detrimental to the achievement of this objective,</li>
	<li>
		Projecting an image inside and outside of a company committed to equality.</li>
</ul>

	4. Information from Canada 
	 
	Carol Fraser, CEP Canada, communicated the following website <a href="http://www.gov.on.ca/lab/pec/index.html">www.gov.on.ca/lab/pec/index.html</a>, which contains information on pay equity in Canada. 
	 
	For further information on these topics, do not hesitate to contact ICEM. 
	 
	 
	To add a colleague or a friend to this distribution list, send her or his e-mail address to carol.bruce@icem.org, mentioning &quot;Add to ICEM women&#039;s news list&quot; in the subject line.

ICEM Women&#039;s bulletin No. 1 - June 2005

With a Trade Union and Human Rights Conference scheduled for Kathmandu this weekend, 10-12 September, the 20-million-member ICEM has again protested loudly to the King of Nepal over actions taken by royal police to suppress free assembly and free speech in the Himalayan kingdom. 
 
In a letter today to King Gyanendra, ICEM General Secretary Fred Higgs specifically referred to harsh actions by police yesterday and Sunday. Police used tear gas and brute force in the country&rsquo;s capital to break up a march of political and Trade Union leaders, who were calling for full restoration of fundamental political liberties in Nepal. Some 400 leaders of Nepal&rsquo;s seven political parties as well as leaders of Trade Unions, including ICEM affiliates, were arrested over the two days. In addition, 65 protesters on Monday were hospitalized due to unnecessary force by the royal administration on 5 September. 
 
&ldquo;It has become obvious to the ICEM that King Guyanendra of Nepal is using an anti-corruption task force to repress political liberties and restrict universally accepted principles of free speech and free assembly,&rdquo; said Higgs. &ldquo;It also is obvious that this device is being used to restrict Trade Union activity.&rdquo; 
 
In his letter, Higgs cited a statement by the king on April 30, 2005, lifting the state of emergency and authoritarian rule that Guyanendra had imposed on 1 February. &ldquo;But you left in place a powerful anti-corruption panel and continued to ban free speech, assembly&mdash;most notably Trade Union meetings&mdash;and protests. It has become apparent to the ICEM and to the world that your lifting of authoritarian rule was not genuine, but rather a ruse to the outside world while still retaining a ban on free and democratic participation, particularly by trade unions.&rdquo; 
 
Higgs pointed out that the ICEM, representing 420 chemical, energy, mining and other unions in 125 countries, will participate fully in the 10-12 September conference in Kathmandu aimed at producing an agenda toward restoration of full democracy. The conference, sponsored by national trade union centers and others in Nepal, is backed by global trade union confederations and will draw 1,500 participants. 
 
At last May&rsquo;s Annual Executive Council meeting of the ICEM, global trade union leaders condemned King Gyanendra&rsquo;s &ldquo;irrational and unacceptable acts of denial to democratic rights and liberties.&rdquo; The Global Union Federation&rsquo;s Exectutive produced a resolution calling for five specific actions in Nepal: 
 
&bull; Immediate restoration of democratic governing principals and acceptance of a representative, parliamentary system, and release of all detainees; 
 
&bull; Withdrawal of censorship on media and guarantee of freedom of association and information; 
 
&bull; For the G-7 governments, the EU, India, and the rest of the International Community, to focus on the problem of liberty and democracy in Nepal and to use political and economic influence to bring about peace and a return to full democracy; 
 
&bull; For all civil societies of the World to mobilize and engage every possible means to wage campaigns and protests against the oppression of basic human rights in Nepal; 
 
&bull; For strenuous work, together with Global Union Federations and other Trade Unions of the World to support Trade Unions in Nepal through assistance in union building and other measures until full democracy and complete compliance with international labour standards, particularly freedom of association, are rediscovered in Nepal.

ICEM Again Calls for End to Nepalese Repression

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

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