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9 August, 2005ICEM News release No. 13/2001
Global industrial relations took another step forward in energy multinational Statoil today, when the company signed a new agreement with the 20-million-strong International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM).
The global agreement covers:
- trade union rights and other human rights
- health, safety and environment
- information
- training.
GLOBALLY AGREED
At today's signing (l. to r.): NOPEF's Lars Myhre, who chairs the ICEM energy section; Statoil Vice-President, Labour Relations, Jostein Gaasemyr; ICEM General Secretary Fred Higgs.
(Photo: Øyvind Hagen/Copyright Statoil)
It was signed at Statoil headquarters in Stavanger, Norway, this afternoon by the company, the ICEM and the ICEM-affiliated Norwegian oil and petrochemical workers' union NOPEF, which brokered the accord.
The package is an updated and expanded version of an agreement first signed between the ICEM, NOPEF and Statoil in 1998. It builds on their experience of implementing that deal in practice.
Importantly, the new agreement has been designed to accord fully with the Global Compact initiative launched by UN Secretary-General Kofi Annan. The ICEM-Statoil agreement complies with all the principles set out in the Global Compact, which aims to ensure respect for labour rights, other human rights and the environment within a globalised economy.
"I believe that the agreement we have signed today is a major step forward," said ICEM General Secretary Fred Higgs in Stavanger. "It should set an example to other multinational companies in our sectors. They should now show their commitment to the Global Compact by signing global agreements with the ICEM."
RIGHTS PROTECTED
Today's agreement commits the parties to uphold basic human rights in the community and the workplace. In particular, it lists basic worker rights enshrined in the Conventions of the UN's International Labour Organisation (ILO).
The ICEM-Statoil agreement says that respect for human rights includes:
"- 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. Statoil therefore agrees not to oppose efforts to unionise its employees
- a commitment not to employ forced or bonded labour as proscribed in the ILO Conventions 29 and 105 or otherwise
- a commitment to employ no child labour as proscribed by ILO Convention 138
- a commitment to exercise equality of opportunity and treatment in employment, 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
- a commitment to pay fair wages and benefits according to good industry standards in the country concerned
- a commitment to provide a safe and healthy work environment, deploying common 'best practice' standards."
Statoil 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." The company "will assist union delegates in the performance of their functions by making available relevant information and other agreed facilities." All union delegates "must agree to respect the commercial confidentiality of information disclosed in the exercise of their duties."
Statoil "may also facilitate the opportunity for union representatives from Statoil operations to meet as necessary to discuss the application and future development of this agreement."
HEALTH, SAFETY AND ENVIRONMENT
The company and the unions emphasise the importance of "protecting safety, health and well-being at work" and commit themselves to "ensure the best possible standards of protection for those employed in our business."
They will also "cooperate to ensure that Statoil activities are carried out with the fullest possible regard for the environment" - notably by:
"- supporting a precautionary approach to environmental challenges
- undertaking initiatives to promote greater environmental responsibility
- encouraging the development and diffusion of environmentally friendly technologies."
TRAINING
Training under the agreement will include courses on health, safety and environmental best practice for union delegates and training programmes for management. The programmes will be developed jointly, and the cost of NOPEF/ICEM involvement may be covered by the company, subject to agreement.
ANNUAL REVIEW
Statoil and NOPEF/ICEM will meet every year to review the implementation of the agreement.
"In addition to the general industrial issues and health, safety and environment matters, the following topics may be addressed:
- general corporate policy on employment, occupational health, safety and environmental issues affecting those within the company and, as appropriate, between the company and its related companies including suppliers and subcontractors
- the economic and financial position of the company and the development of its business and related activities
- training matters
- issues affecting the exercise of trade union rights
- any other issues mutually agreed upon."
GLOBAL SCOPE
Initially valid for two years, the new agreement covers all activities worldwide where Statoil has direct control. However, the company will also "notify its subcontractors and licensees of this agreement and encourage compliance with the standards."
Statoil and the unions undertake to "broadly publicise the existence of the agreement" and to explain it both to union members and to management in the company worldwide. The global agreement explicitly does not replace local-level industrial relations. Both the company and the unions "respect the principle that industrial relations issues are best resolved as close as possible to the place of work."
The ICEM is currently negotiating global agreements with a number of multinational companies and sectors. Implementation of these accords is fully monitorable by the unions. This is the crucial difference between global agreements and the internal codes of conduct adopted by many multinationals.
Statoil operates in 23 countries worldwide, and employs 16,000 people.