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Turkish affiliates of the ICEM, some 13 in total, have come together to form a committee with a view to working efficiently and being actively involved in the activities of the ICEM. 
 
The first meeting of the ICEM Turkish Coordination Committee was held in Ankara on 2 August 2007. Chaired by Mustafa Kumlu, President of Turkish Electricity, Water and Gas Workers&rsquo; Union (Tes-İş), which hosted the historic gathering, the meeting was attended by 30 representatives from the affiliates. 
 
At his opening speech, Mustafa Kumlu, an ICEM Executive Committee member, said, &ldquo;Turkey is situated in a unique part of the world. On the one hand we have Europe and the Balkans, and on the other Central Asia, the Caucasus, the Middle East and Mediterranean basin.
<img height="260" alt="" src="" width="390" />
&nbsp;From left, ICEM&rsquo;s &Ouml;zkan and Warda; Mustafa Kumlu, President of Tes-İş; and Mustafa &Ouml;ztaskin, president of Turkish ICEM affiliate Petrol-İş 
&ldquo;This gives us very important, but very difficult tasks,&rdquo; he added. Kumla said part of the difficulty lies with the fact that the Turkish trade union movement is facing an era of privatisation, rampant subcontracting, trade union rights violations, and redundancies that are steadily growing. &ldquo;We expect the ICEM to support us in promoting trade union rights and freedoms, as well as to provide solidarity in time of conflicts, especially during organising drives,&rdquo; Kumla said. 
 
Turkish unions, he stressed, want to make their own inputs into the activities of the ICEM, as well as support and solidarity worldwide. &ldquo;One of the important pillars of our trade union work is to reinforce international solidarity and transnational cooperation,&rdquo; Kumla said. 
 
But there can be no denying that Turkish labour legislation is wilfully lacking in meeting international standards, particularly ILO conventions. Turkey&rsquo;s trade union leaders are well aware that the ILO&rsquo;s Committee on Applications of Standards has placed the country and employers operating in the country on the agenda at its meetings this year. 
 
ICEM General Secretary Manfred Warda presented the federation&rsquo;s activities, and spoke of the developments in connection with ICEM&rsquo;s 4th World Congress in November in Bangkok, Thailand. He also spoke on the different projects of the ICEM, including HIV/AIDS and Contract and Agency Labour. He also addressed regional-based projects, and said that it was essential that affiliates use the ICEM&rsquo;s Global Framework Agreements to organise inside multinational companies. 
 
Warda took up potential cooperation areas and joint initiatives in which Turkish unions are welcome and invited to participate. Specifically, he mentioned the ICEM&rsquo;s role in bringing free and democratic trade unions in Iraq and other countries in the Middle East, as well as further involvement in the highly successful energy project in the Caspian Region.
<img height="115" alt="" src="" width="250" />
&nbsp; 
The ICEM Chemicals and Rubber Industry Officer, Kemal &Ouml;zkan, informed participants about ICEM&rsquo;s specific services for affiliates, such as efforts to create a Turkish language version on the ICEM website. &Ouml;zkan, a trade unionist who spent many years in the Turkish labour movement, also cited specific projects for the country in the coming months, including a workshop on Contract and Agency Labour in cooperation with the Friedrich Ebert Foundation (FES). 
 
Commenting on the reports given, the participants expressed their appreciation to the ICEM as it actively continues to back ongoing industrial actions and strikes in different industries inside Turkey.

ICEM’s Turkish Affiliates’ Coordinating Committee Meets in Ankara

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The ICEM has taken issue with a global building contractor following the dismissal of a union leader in Argentina. 
 
Management of Swedish-based Skanska AB&rsquo;s Argentine subsidiary fired the leader of ICEM affiliate Federaci&oacute;n Argentina Sindicol del Petr&oacute;leo y Gas Privados (FASPyGP), Marcelo Turchetti, while he was engaged in legitimate union activities for the Austral Basin branch of the union in Santa Cruz Province.
The sacking occurred in June, and FASPyGP began a boycott of Skanska&rsquo;s contracting services at all of Argentina&rsquo;s energy worksites. The company operates as a contractor for ExxonMobil, Petrobras, Repsol, Royal Dutch Shell, and Chevron operations in Argentina. Skanska employs 1,000 construction workers in Argentina. 
<img height="66" alt="" src="" width="100" />
&ldquo;We have implemented a boycott campaign and we have taken all the necessary legal steps under our country&rsquo;s laws to get him reinstated,&rdquo; said FASPyGP Secretary General Alberto Roberti. 
 
The ICEM alerted the Building and Wood Workers&rsquo; International (BWI) prior to lodging the complaint. The BWI and Skanska are signatories to a Global Framework Agreement (GFA), agreed to in 2001. 
 
In the ICEM letter, General Secretary Manfred Warda states that &ldquo;Turchetti was discharged in the performance of his legitimate union duties &hellip; this is counter to Core Labour Conventions of the International Labour Organisation (ILO), and is counter to the principles contained in the (GFA) that your company has signed with ICEM&rsquo;s fellow GUF, the Building and Wood Workers&rsquo; International (BWI).&rdquo; 
 
The ICEM is seeking for the branch leader&rsquo;s immediate reinstatement with full back wages. The ICEM&rsquo;s letter to Skanska can be found <a href="http://herecem.org/index.php?id=21&amp;doc=2353.&amp;la=EN">here</a>.

Swedish Builder Skanska Charged with Union-Busting in Argentina

Mr. Stuart E. Graham 
President, CEO and Managing Director 
Skanska AB 
Rasundavagen, 2 
169 83 Solna 
SWEDEN 
 
Mr. Graham: 
 
I write on behalf of the over 400 trade unions in 125 countries that are affiliated to the ICEM, the Global Union Federation (GUF) for the Energy, Oil, Gas, and Mining and other industrial sectors worldwide. 
 
I write on behalf of our trade union affiliate in Argentina, Federaci&oacute;n Argentina Sindicol del Petr&oacute;leo y Gas Privados (FASPyGP), who has informed us of the unfair dismissal of union leader Marcelo Nevil Turchetti, the general secretary of the Austral Basin branch of that union in Santa Cruz Province. 
 
He was fired from his job by Skanska&rsquo;s Argentine management on 6 June 2007. Following an investigation by the ICEM, we have found that Turchetti was discharged in the performance of his legitimate union duties. We have determined that this is counter to Core Labour Conventions of the International Labour Organisation (ILO), and is counter to the principles contained in the framework labour agreement that your company has signed with ICEM&rsquo;s fellow GUF, the Building and Wood Workers&rsquo; International (BWI). 
 
Senior leadership at FASPyGP has informed us they have filed the necessary appeals under the Argentine labour code, as well as an appeal to the Ministry of Work over this matter. They also inform us they have started a boycott of the company. Skanska as a contracting agent for a number of petroleum and gas facilities in Argentina. 
 
As you know doubt know, Skanska&rsquo;s business in the South American country is vast, employing 1,000 workers, with work at the facilities of ExxonMobil, Petrobras, Repsol, Royal Dutch Shell and Chevron. FASPyGP has asked ICEM to assist them in this effort, as well as to inform our affiliates worldwide of Skanska&rsquo;s conduct toward legitimate trade union activities in Argentina. 

I write to urgently call on you to intervene. I respectfully request that you intervene to reinstate Mr. Turchetti to his rightful position, and that he be made whole for lost earnings and benefits. I also urge you to inform your subsidiary in Argentina of the respect for trade union rights inherent in your company. I am confident that by you taking these actions, the legal matter that is pending on behalf of Mr. Turchetti can be dropped, saving both sides time and expense. 
 
Thank you for your attention to this matter. I look forward to your response. 
 
Sincerely, 
 
Manfred Warda 
General Secretary 
 
CC Alberto Roberti, Secretary General, FASPyGP 
Anita Normark, Gneral Secretary, BWI

ICEM&#039;s Letter to Skanska AB Over Labour Abuses in Argentina

Preamble 
Umicore has committed itself to a sustainable development strategy, aiming to make its economic, environmental and social objectives coherent. 
 
In this agreement, Umicore intends to bring together the priorities of its global social policy, in order to confirm its principles of sustainable development, as they relate to the social aspects. 
 
Umicore Management states that its employees are a crucial factor for the Group&rsquo;s global success, which involves establishing mutually beneficial relations and dialogue between all the partners contributing to its development. 
 
Umicore recognizes that its commitment to financial success must also take into account the broader economic, environmental and social impact of its operations. Its sustainable development policy therefore notably focuses on the priorities of safe and healthy working conditions, continual improvement of its environmental performance, management and remediation of risks that are the result of historical operations, recycling and disposal of its products and the respect of all ILO core labour standards. 
 
This agreement aims to support the Umicore&rsquo;s internationalisation in social matters, in accordance with The Umicore Way, its Code of Conduct and Human Rights Policy. 
 
In order to strive for a balance between growth, economic profitability and environmental and social wellbeing, Umicore undertakes to implement the procedures and principles defined in this agreement at the various national and local levels within a reasonable timescale. 
 
In order to contribute to the success of this approach, the International Metalworkers Federation (IMF) and the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) and their affiliated trade unions will participate constructively with the personnel in seeking and implementing the means to achieve the objectives referred to in this agreement and to respect the agreed commitments, the companies people and assets. 
1. Human rights 
 
1.1. Human rights 
 
In accordance with its Human Rights Policy, Umicore fully supports the United Nations Universal Declaration of Human Rights and commits itself to respect all International Labour Organisation (ILO) core labour standards. 
 
1.2. Banning of child labour 
 
Umicore undertakes not to employ children in violation of conventions 138 and 182 of the ILO. In countries where the minimum age of employment would be below the age of 15, Umicore will apply the age of 15 as the minimum age for employment. 
 
Given the hazardous nature of most of Umicore production units, the minimal age for working in production facilities in Umicore is defined at the age of 18, except in the framework of internship- or vocational training programmes, organised in co-operation with schools and training institutes or approved by the competent authority. Special care will be taken that these young people, with a minimum age of 14, are fully protected and have received adequate safety training and instructions. 
 
1.3. Banning of forced labour 
 
In accordance with ILO conventions 29 and 105, Umicore will under no circumstances make use of forced or bonded labour, such as forced labour by persons placed in an institution, or compulsory labour including labour as a means of political coercion or education. 
 
1.4. Right to organise and collective bargaining 
 
In accordance to ILO conventions 87 and 98, Umicore recognises and respects the freedom of its employees to choose whether or not to establish or to associate with any employee organisation of their own choosing (including labour unions) without Umicore&rsquo;s prior authorisation. The employment of a worker is not contingent upon the condition that he/she joins or not joins a union or be forced to relinquish trade union membership. Furthermore, union membership shall not be the cause for the dismissal of - or otherwise prejudice against - a worker. Umicore will not interfere with or finance labour organisations or take other actions with the intent of placing such organisations under its control. 
 
Umicore subscribes the principles of ILO Convention 135 and Recommendation 143 and recognizes the right of its employees to be represented by labour unions and other employee organisations in order to collectively bargain on employment conditions. 
 
Umicore and the respective employee organisations will co-operate constructively in a spirit of good faith. Even in cases of dispute the goal shall always be to maintain viable co-operation in the long term. This implicates, amongst others, the mutual respect of agreed commitments. 
 
All parties acknowledge that all representative positions defined in the scope of the agreement require that position holders have sufficient knowledge and experience and correct behaviour to deal with sensitive issues. 
 
1.5. Equal opportunities / Non-discrimination 
 
In accordance to ILO convention 100 and 111, Umicore is committed to an inclusive work culture and appreciates and recognizes that all people are unique and valuable, and should be respected for their individual abilities. Umicore does not accept any form of harassment or discrimination on the basis of gender, religion, race, national or ethnic origin, cultural background, social group, disability, sexual orientation, marital status, age or political opinion. 
 
Umicore shall provide equal employment opportunity and treat all employees fairly. Umicore employees and business units shall only use merit, qualifications and other professional criteria as basis for employee-related decisions in Umicore, regarding for instance recruitment, training, compensation and promotion. 
 
In countries that apply &ldquo;positive action&rdquo; programmes or quota on certain minority groups Umicore will follow the country legislation. 
2 Working conditions 
 
2.1. Remuneration 
 
It is acknowledged and agreed that all employees are entitled to adequate remuneration (ILO Convention No. 100). Remuneration and all the other benefits are based on the principle of fairness and comply with the individual national legal standards or the standards of the national branches or company collective labour agreements, which ever is higher. 
 
2.2. Working time and paid holidays 
 
Umicore makes sure that the national regulations and agreements on working hours and regular paid holiday are adhered to. 
 
2.3. Health and safety at work 
 
Umicore does not compromise on a safe and healthy working environment for all employees and is committed to offering safe and healthy workplaces in accordance with national legislation. It seeks continuous improvement of its occupational health and safety performance. 
 
2.4. Qualification 
 
The skills and knowledge of the employees are of outstanding importance to Umicore and its striving to safeguard the future. That is why Umicore is committed to promoting measures aimed at the qualification of employees to the extent that the broadening and consolidation of the professional and technical knowledge is relevant for a particular job. In this context, vocational training and employment training are of particular importance and can been seen as a shared responsibility on one hand for the employer to provide the necessary training, and on the other hand for each employee to take up the offered training. 
3 Environment 
 
Umicore integrates sustainable development considerations within the corporate decision making process. 
 
It implements risk management strategies based on valid data and sound science and seeks continual improvement of its environmental performance. 
 
Umicore actively participates in the management and remediation of risks that are the result of historical operations. 
 
It facilitates and encourages responsible design, use, re-use, recycling and disposal of its products. 
 
To achieve the international and individual national environmental standards and to comply with them in practise, Umicore co-operates with the relevant local institutions. 
 
By focussing on recycling, Umicore also strives to make efficient use of natural resources and energy. 
4. Implementation of the agreement 
 
4.1. The Sustainable Development Agreement applies to all companies of the group in which Umicore has operational control. 
 
It obliges senior management and employees at all levels to comply with, accept and promote the agreed objectives. The responsibility lies with the management of the individual operations, the employees and with the workers&rsquo; representatives, insofar as such a body exists. 
 
4.2. In the subsidiaries where Umicore has a significant presence, but does not exercise a dominant influence, Umicore undertakes to use all the resources at its disposal in order to promote the principles stated in this agreement. 
 
4.3. Umicore seeks business partners whose policies regarding ethical, social and environmental issues are consistent with our own Code of Conduct, which is complementary to this agreement. Umicore supports and expressly encourages its business partners (subcontractors and suppliers) to take into account and apply the ILO core labour standards in their own corporate policy. Umicore takes the view that in doing so it lays the basis for promising future business relations 
 
4.4. This Sustainable Development Agreement will be made available in the usual Umicore languages to the management, the workers&rsquo; representatives and employees of all operations throughout the Group within the first 3 months of signing. It is communicated via the intranet and via the Business Group - Business Unit reporting lines. All Units and sites ensure that the employees are properly informed and trained if needed.
5. Monitoring the agreement 
 
5.1. The unit/site management is first responsible for implementing and assuring that the site adheres to this agreement. 
 
5.2. According to Umicore&rsquo;s Code of Conduct, all employees have the right and duty to address issues and problems related to this agreement to their superior or, if they deem this is not to be appropriate, to the heads of the Corporate Legal or Internal Audit Departments. This will not be to their detriment neither will it entail any sanctions. 
 
The concerns or complaints may be reported in the preferred language. 
 
5.3. At Group level, a specific joint committee will be responsible for monitoring the implementation of this agreement. Within this committee, the management will be represented by the Corporate Senior Vice President Human Resources and the Corporate Senior Vice President Environment, Health and Safety who, in the framework of the joint committee&rsquo;s activities, will directly report to the Chief Executive Officer. Regarding the employees&rsquo; representatives, they will be represented by 1 representative of the International Metalworkers Federation (IMF), 1 representative of the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) and the Chairman of the European Works Council. 
 
5.4. The joint monitoring committee will meet once a year. At this annual meeting, the external auditor of the sustainable development report will present his audit report. Major complaints about the implementation of this agreement, addressed to or about local and corporate management or employees&rsquo; representatives, will be reviewed, as well as correction measures taken. 
 
5.5. As part of their monitoring competencies, the employee representatives of the monitoring committee can have every year a meeting with the employee representatives of one Umicore site, where employees are represented by delegates of union organizations affiliated to the IMF or ICEM. 
6. Validity of the agreement 
 
This agreement enters into force as from &hellip;&hellip; for a limited duration of 4 years. 
 
It can be terminated by any of the signatory parties by registered letter, subject to an advance notice of six months. 
 
Unless terminated within the period of validity of 4 years, the agreement is automatically extended for another 4 years. 
 
In the event of differences between the various language versions, the English version will be deemed authentic. 
 
This agreement is governed by Belgian law. Consequently, any disputes will fall within the exclusive competence of the Belgian courts.&nbsp; 
 
 
Signed by&nbsp;Umicore, the International Metalworkers For the International Federation of Federation (IMF) Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM).
Co-signatories: ACV, ABVV, ACLVB

Text of the Global Framework Agreement between Umicore and ICEM/IMF

Umicore, a Belgian metals group specialising in metal technology, chemicals, and catalysts systems, today signed a Global Framework Agreement jointly with the International Chemical, Energy, Mine and General Workers&rsquo; Unions (ICEM) and the International Metalworkers&rsquo; Federation (IMF) in Brussels. 
The agreement, initiated by the Belgian union, Centrale Chr&eacute;tienne du M&eacute;tal de Belgique (CCMB), is for a 4-year period and contains language establishing a joint committee to review and monitor the agreement. 
<img height="97" alt="" src="" width="100" />&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<img height="86" alt="" src="" width="100" />
The framework agreement was co-signed by Belgian labour unions/federations Metaal/FGTB-ABVV, CGSLP-ACLVB, and CSC-ACV, the federation which affiliates CCMB. 
 
&ldquo;We are pleased to join with the IMF in establishing global standards with Umicore,&rdquo; said ICEM Gen. Sec. Manfred Warda. &ldquo;Umicore is a company that crosses into a number of sectors, including those both in ICEM and IMF&rsquo;s range.&rdquo; 
 
&ldquo;The significance of the agreement for us is this is our first joint agreement with another global union federation,&rdquo; said IMF Gen. Sec. Marcello Malentacchi. &ldquo;We are confident that both the IMF and ICEM, through our affiliates, will uphold the very best in social practices at Umicore.&rdquo; 
<img height="253" alt="" src="" width="380" />
From left, Kemal Ozkan and Manfred Warda, ICEM; Thomas Leysen and Ursula Saint-L&eacute;ger, Umicore; and Marcello Malentacchi, IMF 
The agreement contains 6 articles: Human Rights, Working Conditions, Environment, Implementation of Agreement, Monitoring, and Validity of Agreement. Under Human Rights, Umicore pledges to adhere to the UN Declaration of Human Rights, as well as adherence to ILO core labour standards. 
The latter specifically includes ILO Conventions 87 and 98 on freedom of association and collective bargaining, and other Conventions regarding child labour, forced labour, and non-discrimination and equal opportunities practices.
<img height="260" alt="" src="" width="390" />
Under Working Conditions, the company agrees to ILO Convention 100 on fair and adequate remuneration, and pledges not to compromise on safety and health conditions in any workplace, as well as striving to post continuous improvements in all occupational health and safety performance. The Environmental principles include a 6-point plan centred on sustainable development issues. 
 
In initiating the Global Agreement, the Belgian union CCMB steered Umicore into discussions with the ICEM and IMF. Those negotiations started in earnest in January 2007 and were included in June. The agreement marks the ICEM&rsquo;s 13th such framework pact with a transnational company, while IMF has now ratified 17 such agreements. 
 
Brussels-based Umicore employs 14,000 staff in 35 countries. It began in 1906 as a Belgian mining company in the Congo, and in 2001 changed its name from Union Mini&eacute;re to Umicore. With significant divestment in the 1990s, the company since 2000 has focused on 4 businesses: advanced materials, precious metals services, precious metals products and catalysts, and zinc specialities and alloys. 
The text of the agreement can be found <a href="/index.php?id=187&amp;doc=2411&amp;la=EN">here</a>. 
 
For further information, please contact 
Dick Blin, ICEM: +32-474-88.00.54. or <a href="mailto:Dick.blin@icem.org">Dick.blin@icem.org</a> 
Kristyne Peter, IMF: +41-79-205.44.58 or <a href="mailto:kpeter@imfmetal.org">kpeter@imfmetal.org</a>

ICEM, IMF Sign Global Accord with Umicore

<img height="40" alt="" src="" width="100" />
Calling the work-lives of temporary and agency workers in the UK the &ldquo;dark underbelly&rdquo; of British society, Trades Union Congress (TUC) General Secretary Brendan Barber gave the issue of contract and agency labour prominence on the opening day of the TUC Congress, 9 September, in Brighton. 
 
Setting out specific instances of temporary or contract worker abuse in the UK, Barber called for new labour rights to be given to such workers in Britain. And in his keynote address to Congress, just prior to Prime Minister Gordon Brown speaking, Barber called on his government to quit the stalling, and endorse the EU Directive on Temporary and Agency Workers. 
<img height="114" alt="" src="" width="80" />
TUC General Secretary Brendan Barber
&ldquo;Since we launched the commission on vulnerable employment,&rdquo; Barber said, &ldquo;I&rsquo;ve met so many victims of unfair, systematic exploitation. 
 
&ldquo;There are so many issues to tackle in this dark underbelly of British life,&rdquo; stated Barber. &ldquo;I urge the government to deliver the promised European directive to give agency workers justice and dignity,&rdquo; he said. 
<img alt="" src="" width="100" />
In 2004, the Warwick agreement was made in the UK, which was aimed at providing equal employment rights for temporary and agency workers, and to support the EU Directive. Even though the Blair government pledged to do so, it never did. The TUC has now called on the Brown government to not only support the directive, but also to pass UK laws giving temporary and agency workers full employment rights.

UK’s TUC Congress Calls on Government to Adopt EU Directive

<img height="40" src="" width="100" alt="" />
One year ago, New Zealand&rsquo;s labour unions, led by its national centre, the Council of Trade Union (NZCTU), successfully prevented a regressive bill from becoming law. The so-called Probationary Employment Amendment Bill would have made it easy for employers to hire and then sack temporary workers during their first 90 days of employment. 
 
The unions did it with mass demonstrations and outreach to many groupings that effectively generated mass support among New Zealanders. 
<img height="142" src="" width="100" alt="" />
Now labour unions and the CTU are pushing for passage of legislation that would aid contract workers. The Minimum Wage and Remuneration Amendment Bill is now before the Parliament, and the measure has a good change of passing. The proposed law would assure that people doing work under individual contracts are at least paid New Zealand&rsquo;s minimum wage. 
 
Currently, many of the people that are economically dependent on the sale of their labour are not defined by the law as employees, thus not afforded protections under the country&rsquo;s minimum wage law. 
<img height="115" src="" width="250" alt="" />
&ldquo;Most contractors in New Zealand are remunerated well above the minimum wage,&rdquo; stated CTU Secretary Carol Beaumont. &ldquo;But this bill would help certain groups of workers who are being unfairly disadvantaged by contracting relationships, and are being paid below the minimum wage.&rdquo; 
 
Added Beaumont, &ldquo;The minimum wage marks a minimum standard in New Zealand that is considered acceptable for anyone being paid for their efforts. That standard deserves to be extended to everyone.&rdquo; 
 
The bill was introduced in July and received its first reading late in August. It could pass NZ&rsquo;s Parliament next month.

New Zealand Labour Pushing Law to Protect Contract Workers

<img height="40" alt="" src="" width="100" />
Following overwhelming rejection of a collective agreement proposal on 28 September, 500 members of New Zealand&rsquo;s Engineering, Printing, and Manufacturing Union (EPMU) have put off industrial action late last week after the plastic employers&rsquo; association promised to improve their offer.
<img height="98" src="" width="100" alt="" />
EPMU National Industry Officer Rachel Mackintosh said the decision to call off the strike was taken reluctantly, but employers pledged in talks late last week to revise the offer to include added leave time and recognition for long-time service. &ldquo;At this stage, we don&rsquo;t know the details of the offer, but the heat is on the employers because they know we&rsquo;re determined to see this through and get a fair deal,&rdquo; said Mackintosh. 
 
She said the union&rsquo;s bargaining committee for plastics thought it was important to give bosses one further opportunity to include added leave time in a new proposal. The EPMU represents plastics manufacturing workers of 13 companies at 16 worksites.
<img height="50" src="" width="100" alt="" />
On 28 September, 81% of the workers voted to reject a prior industry offer based on the failure to address their service leave claim. They also endorsed a resolution to engage in industrial action. In the first two weeks of September, EPMU members in plastics manufacturing had rejected an earlier employers&rsquo; proposal. 
 
EPMU members in metal sector bargaining won an extra week&rsquo;s leave in that set of talks in 2007, and plastics workers of the EPMU are adamant on posting the same gains.

Plastic Manufacturing Strike in New Zealand Averted for Now

<img height="40" alt="" src="" width="100" />
Three US congressional members from the US House of Represents have written to American management of Continental AG, asking that they rescind the deep medical cuts made to a retirees&rsquo; health care plan when the company closed tyre plants in the US. 
 
Linda S&aacute;nchez (California), Stephen Lynch (Massachusetts), and Michael Michaud (Maine), members of the Labor and Working Families Caucus of the US Congress, called on the German company to &ldquo;promptly fulfil Continental&rsquo;s contractual obligations to retired workers.&rdquo;
The letter was on behalf of ICEM affiliate United Steelworkers (USW), which has pressed through court and other actions that Continental&rsquo;s unilateral change to the health care plan was illegal. Effective 1 March 2007, the rubber maker imposed a US$3,000 annual cap on health care payments for each of 2,500 retired Conti workers and dependents. The USW contends that some retirees now must pay up to US$12,000 per year in out-of-pocket money to cover their health care needs. 
<img height="63" alt="" src="" width="120" />
On 31 July 2007, a US federal district judge, in a summary judgement in the state of Ohio, ruled that Continental had illegally reduced the benefit levels for retirees and dependents, stating the company must fulfil its contractual obligations with the USW over health care premiums and funding. Continental Tire of North American, the US subsidiary, immediately filed an appeal to that judgement in another US court. 
 
The decision to appeal and delay rightful health care benefits was a blow to former Continental workers in Charlotte, state of North Carolina; Mayfield, state of Kentucky, and Byron, Ohio, where, in 2006, they had already been victims of Continental plant closings. 
 
The US elected representatives, speaking out for fairness and justice, told Continental that its practices were having a devastating impact on its American retirees. The letter stated that considering the 30-plus years of dedicated service by former Continental employees performed, as well as the extraordinary health hazards inside the tyre industry, it is hard to understand the inadequate health care benefits these retirees now receive.

US Congress Members Urge Continental AG to Rescind Retiree Health Care Cuts

<img height="40" alt="" src="" width="100" />
Strong, last-minute arm-twisting by the US government apparently proved effective, as Costa Ricans went to the polls yesterday, 7 October, in a referendum on ratification of the Central American Free Trade Agreement (CAFTA) with the US. With over 90% of polling complete early on Monday, the &ldquo;yes&rdquo; vote has gained just over 50%, while those voting against tallied 47.6%. 
 
Some 60% of Costa Rica&rsquo;s 2.6 million voters turned out for Sunday&rsquo;s balloting. A 40% turnout was needed to make the plebiscite legally binding. Costa Rica was the only one of six Latin countries to put ratification of CAFTA before voters. Earlier, the governments of the Dominican Republic, El Salvador, Guatemala, Honduras, and Nicaragua ratified CAFTA, which will open trading markets between the countries and the US. 
 
On Saturday, the Bush administration issued a terse warning to Costa Rica&rsquo;s citizens, stating that if ratification did not occur, it would not extend existing preferential tariffs on certain goods traded between the two countries. The US government also said under no circumstances would it re-negotiate the trade agreement with Costa Rica.
<img height="115" alt="" src="" width="250" />
In polls taken as late as the middle of last week, proponents of a &ldquo;no&rdquo; vote, led by unions and others under the banner &ldquo;Patriotic Movement Against FTA and US,&rdquo; were leading in polls, with upwards of 55% of Costa Ricans saying they would reject the plan. The opponents, including national labour centres Central del Movimiento de Trabajadores Costarricenses (CMTC) and the Confederaci&oacute;n de Trabajadores Rerum Navarum (CTRN), have been deeply suspicious of the US-prescribed trade and privatisation agreement. 
 
Specifically, they expressed concern over a flood of cheap US food products entering the country. Opponents also cited privatisation of Costa Rica&rsquo;s state-run telecommunications company, the country&rsquo;s insurance services, and its agriculture industry. 
 
In the waning days of the campaign, however, besides the campaign interference by the US government, President Oscar Arias &ndash; a proponent &ndash; termed a &ldquo;no&rdquo; vote as &ldquo;collective suicide.&rdquo; Two month&rsquo;s before Sunday&rsquo;s vote, a high-level memorandum from top aides of Arias was leaked that outlined a dirty tricks campaign against the &ldquo;no&rdquo; faction. The memo caused the temporary resignation of Second Vice President and Planning Minister Kevin Casas.

Costa Rica Narrowly Passes Free Trade Pact in 7 October Balloting

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Costa Rica Narrowly Passes Free Trade Pact in 7 October Balloting

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