Following the first round of leafleting JELD-WEN retained anti-worker consultants and immediately began an aggressive campaign to interfere in their workers right to form a union.

To date the worse incident has occurred in Klamath Falls, Oregon where when union representatives refused to stop leafleting even though they were clearly on the public right-of-way and not on JELD-WEN property, one supervisor said if they did not stop immediately he would shoot them.  Given the recent occurrences of gun violence in the US this is a very serious threat.

http://www.business-standard.com/article/companies/four-arrested-after-accident-at-holcim-unit-113020500061_1.html

http://sanhati.com/articles/6092/

Statement of Deoraj Singh, General Secretary, Indian National Cement Workers’ Federation (INTUC), India:

We appreciate the prompt action taken by CEO, Holcim on the letter jointly written by BWI, IndustriALL and Swiss Trade Union UNIA regarding accident at Holcim’s Baloda Bazar – Ambuja Cement (Chattisgarh) on 31st January 2013.

The compensation agreed by the CEO, Holcim to the five died workers as per the information published in New Paper “Business Standard”, Zurich on February 05, 2013 is inadequate. The same should be on the base of international standard.

The so called arrest of four officials at Holcim Ambuja Cement unit plant in Bhatapara, India without taking them in custody is also one of the live example of the mockery of the laws in the country. It seems that it is taken very lightly. The management should take cognizance that such action should not take place in future. The management should concentrate on OHS measures very seriously to avoid any accident in future. They must also perform Annually Risk Analysis in all Cement plants in the country.

“We are pleased that the unions were finally able to come to an agreement particularly since we know that the situation was quite tense at the last minute,” stated Ambet Yuson General Secretary of the Building and Wood Workers International (BWI).   “When we met with the trade union representatives last March, they came to a consensus in working together on a campaign that focused on signing a legally binding collective bargaining agreement and recruiting more workers into trade unions.  They have succeeded in the first step to achieving their goal and now through this CBA they can outreach to workers proving that unions make a difference.”

The two-year agreement which is to go into effect immediately covers recognition of the union, work hours, working conditions, training, and the social fund.  The unions were able to negotiate an increase of the Social Fund from the legal requirement of 37.5% to 40%.  In addition, the management agreed to support further training for workers.  In particular, the management will “cover training costs for union leaders and elected safety inspectors on necessary safety and health training.” 

The negotiating team consisting of the three trade unions, two BWI affiliates—Budowlani, Solidarnosc—and Dialog had come to an understanding early part of the negotiations on major parts of the agreement.  However, negotiations remained at a standstill until the last minute over two points concerning break time and accounting periods.

The negotiating team proposed a 30 minute break and an accounting time period of one month for calculation of payment of wages including overtime as stipulated by the IKEA I-WAY provision 9.3 and 9.7.  However, the management countered that it would be difficult and was adamant in abiding by a 20 minute break time and an accounting period of 4 months citing the need for labour flexibility. 

In the end, the agreement was reached through compromises on both sides.  After some last minute discussion, it was agreed to implement a 30 minute break time but this would be done through a period of one and a half years.  One month accounting period was also agreed; however, a four month accounting period can be applied upon the agreement with the union.

The campaign in Poland was strongly supported by BWI through a research mapping identifying and safety and health issues at the plants; and to assess the implementation of the IKEA I-WAY and the BWI’s International Framework Agreement.  Based on this research, the BWI convened a meeting of the trade union representatives of the Swedwood plants in Poland last March, where the unions developed a concrete step by step campaign strategy.  Throughout the entire process, the BWI was in continuous dialogue with the IKEA management at the global level.

“The success in Poland is clearly an example of the need for dialogue and engagement at both the national and international level,” added Yuson.  He continued, “While the unions in Poland were negotiating with the management in Poland, we were in discussions with the IKEA management at the global level to provide the necessary support.  In the case of Poland, it was evident to s from the beginning that IKEA wanted to have an amicable conclusion as soon as possible.  We look forward to working with IKEA to address concerns of Swedwood workers in other countries.”

The Swedwood workers in Poland had tremendous support from BWI affiliates in particular the Swedish Forestry Workers Union, GS whose representative is the Chair of the Swedwood European Works Council. 

“As we did in the United States, we whole heartedly supported the campaign in Poland because providing solidarity is the crux of international trade unionism and what Justice for All signifies,” stated Per Olof Sjoo, President of GS and Deputy Vice-President of BWI.  “The victory in Poland is the result of the commitment and resilience of the Swedwood workers.  This victory is entirely theirs and we congratulate them in their success.”

A formal signing of the agreement will be conducted in April in Pogorzelica with representatives of the three trade unions, Swedwood management, and BWI.

La delegazione sindacale ha ricordato, all’inizio dell’incontro, il grave infortunio mortale verificatosi il 31 Gennaio u.s. nello stablimento di Ambuja in India dove hanno perso la vita 5 lavoratori Roshan Verma, Poshan Verma, Suresh Shukla, Kamleshwar Singh e Durgesh Saiha. La tramoggia ha ceduto sotto l’enorme peso del materiale che stava lavorando.

Sia la delegazione sindacale che quella aziendale, hanno osservato 1 munito di silenzio in ricordo dei lavoratori scomparsi e si sono uniti al dolore che i loro familiari hanno e stanno provando.

Quando le persone perdono la vita sul posto di lavoro, cosa che non dovrebbe mai accadere, denunciano quanta strada si deve ancora fare in termini di sicurezza sui luoghi di lavoro e che l’attenzione in proposito deve sempre essere alta.

L’incontro è proseguito con l’illustrazione delle nostre osservazioni alla direzione aziendale rispetto al documento che ci era pervenuto nei giorni scorsi.
Premesso che per noi quel documento non costituisce il piano industriale, abbiamo chiesto che: la decisione finale sullo spegnimento del forno di Merone fosse presa al termine della durata degli ammortizzatori sociali, in correlazione con il mercato di quel periodo, il materiale eventualmente estratto  dalla cava di Cornizzolo, qualora l’azienda avesse i permessi per coltivarla, fosse lavorato nello stabilimento di Merone, i tempi di attuazione del piano Holcim non traguardino solo gli anni 2013-2014 ma traguardino almeno i futuri 5 anni, le risorse investite fossero maggiori e si distribuissero sui 5 anni del piano, il capitolo inerente alla ricerca deve essere presente nel piano industriale perché è sui nuovi prodotti e sulle nuove tecnologie che si vince la sfida del mercato, nell’ambito del settore commerciale, Holcim indicasse le strategie, le leve commerciali e le azioni (es. servizi al clienti) per rafforzarsi in termini di quote di mercato, i costi delle consulenze siano ridotti al minimo essenziale traguardando l’azzeramento, i compensi degli amministratori del gruppo si riducano come atto di sobrietà per condividere tra tutte le persone il momento di difficoltà del gruppo, sia nota l’entità annua di risparmio prevista del piano di Holcim e siano note le voci sulle quali si agisce. Non solo il costo del lavoro deve essere compresso.

Prima di discutere degli esuberi si analizzi e si discuta con le RSU stabilimento per stabilimento, reparto per reparto, ufficio per ufficio l’organizzazione del lavoro correlandola con la quantità effettiva di volumi di cemento e clinker che l’azienda ha in programma di produrre (es. insacco Ternate, macinazione Merone, ecc),si “internalizzino” i lavori che oggi sono appaltati per ridurre numeri degli esuberi, la direzione renda esplicita l’organizzazione del lavoro della squadra unica di manutenzione (quanti addetti, che presidio degli stabilimenti svolge, con che logistica agisce, ecc) la formazione professionale sia prevista anche per il personale che si ricollocherà al di fuori dell’azienda, sia esplicita l’organizzazione del lavoro degli impianti di betonaggio del comparto Calcestruzzo,

L’azienda ci invierà il piano industriale nei prossimi giorni e lo discuteremo nel prossimo incontro fissato per il giorno 12 Febbraio p.v. alle ore 9.30.
Nel frattempo, la direzione fisserà con la RSU delle date di incontro, dopo il giorno 12 Febbraio, per discutere dell’Organizzazione del Lavoro negli stabilimenti. Questi incontri si svolgeranno in relazione all’andamento della sessione di trattativa prevista il giorno 12 Febbraio.

La delegazione sindacale ha valutato che è indispensabile, in questo momento della difficile trattativa, tenere insieme la discussione delle politiche strategiche del gruppo con la vita quotidiana dei lavoratori nei luoghi di lavoro.

Solo in questo modo possiamo capire se matureranno le condizioni per traguardare un accordo che gestisca l’attuale fase di riorganizzazione del gruppo Holcim Italia.

Milano 6 Febbraio 2013

Feneal Uil                                       Filca Cisl                               Fillea Cgil
Antonio Del Verme                       Marco Boveri                       Ivan Comotti

SINTICOMEX is opposing the intention of the Holcim management in Brazil to centralize the administration in Latin America taking in account that this practice is already recognized as inefficient to reduce costs, but efficient to make jobs more precarious.

SINTICOMEX stated that despite the previous announcement of the restructuring, no practical actions were implemented till now. Now the management are talking to implement it for around next June or July 2013. New rumors suggesting that the administrative services for LAC will be centralized in Colombia and no more in Brazil as previously announced. There is a footprint on these new rumors, a former top manager on Human Resoruces moved to Colombia a month ago.

SINTICOMEX informed also that the last collective agreement was not renewed after exhaustive bargaining since last 1st October 2012. The company just offer to update the salaries with the inflation rate of 5,58% (12 month).

Se prueba una vez más, que siempre los dueños de las empresas quieren que seamos los trabajadores los paguemos por sus incumplimientos ambientales con bajos costos laborales y eliminación de puestos de trabajo, para que ellos sigan ganando miles de millones.

El 29 de enero la Empresa provocó un autoparo cerrando de manera arbitraria las plantas de Occidente y Sur, para presionar a los trabajadores a que firmaran la carta de “arreglo voluntario” o “acuerdo mutuo”. Holcim de hecho ha chantajeado a los trabajadores para que “renuncien” y no dar pie a demandas laborales por despidos masivos. En menos de cuatro meses han sido chantajeados con esta figura, unos 100 compañeros.

Desde 2011, Suiza firmó un TLC con Colombia, y no puede ser que los negocios suizos se lleven los beneficios y a los trabajadores colombianos lo que nos queden sean los daños ambientales, las enfermedades profesionales y el desempleo. El año pasado, el gobierno de Juan Manuel Santos premió a Holcim en el Congreso de Infraestructura. Esto pone en evidencia que la política del gobierno, de las locomotoras y las multinacionales, es exprimir al máximo a los trabajadores. ¿Cómo se pueden explicar tanto premio y tanto convenio, cuándo Holcim lo que viene haciendo es incumpliendo las leyes nacionales? ¿Será que la campaña del Ministerio del Trabajo de que se fortalezcan las organizaciones sindicales y que se tengan puestos de trabajo con todas las garantías sociales no se aplica a las multinacionales? Compañeros, la salida de los trabajadores no puede ser dejarnos chantajear por la Empresa, no podemos caer en la mentira y el engaño. Ya con los despidos del 7 de septiembre pasado dimos una alerta de que la empresa lo que quiere hacer es debilitar la organización sindical, y posiblemente, copiando los modelos de contrato de Argos, que desaparezcan los contratos de trabajo indefinidos, es decir, acabar con nuestra herramienta de lucha: el sindicato; y acabar con la estabilidad laboral.

Cada vez debemos ser más conscientes que nuestra lucha es por todos los trabajadores, en primer lugar con nuestros hermanos concreteros. Es importante que estrechemos lazos de solidaridad con los compañeros de Argos agrupados en Sinaltraconcreargos, que presentaron su pliego de peticiones, para mejorar lo que se consiguió en la convención negociada por Sutimac el año pasado. Los trabajadores del sector de la construcción debemos rodear de solidaridad las luchas de los trabajadores, independientemente de que estemos en distintos sindicatos, uniéndonos en una sola acción contra las pretensiones
de los patrones explotadores.

Compañeros afiliados a SINTRAHOLCIM y UNTRAHOLCIM no aceptemos más las propuestas engañosas de la Compañía. Esas ofertas de “mutuo acuerdo” no son sino una patraña, una estafa para deshacerse de los trabajadores y avanzar en sus proyectos de pauperización del trabajo, la única manera de defendernos y poner freno a las intenciones de la empresa, es luchar y fortalecer el sindicato, los trabajadores no afiliados son los más débiles, por eso también invitamos a todos los trabajadores a que se sindicalicen. ¡La unión hace la fuerza, compañeros es la hora!
¡Únete a nuestra lucha! ¡No te quedes solo! ¡Tenemos que defender nuestros derechos y nuestras familias, no al cierre de plantas, no al despido injusto y a los engaños! ¡Basta de la política antiobrera de Holcim! ¡No más masacre laboral en Holcim Colombia!

Lobos disfrazados de ovejas

Holcim sigue vulnerando los derechos de los trabajadores de nuevo despido a más de 30 trabajadores en planta sur, Occidente y puente Aranda independiente mente sin son o no compañeros sindicalizados está jugando con más de 100 familias en menos de tres meses con la salud, con la educación , con la estabilidad de cada uno de los integrantes. Seguimos creyéndole a la empresa y no somos capaces de afrontar la realidad, en días pasados el señor Jaime Hill Tinoco nos aseguró que no iba a haber ni un despido más, ni un mucho menos el cierre de una planta, pero seguimos creyendo. Hoy más que nunca debemos estar unidos, si al tomar las decisiones tenemos el valor y no firmamos lo que la empresa nos quiera imponer. Jurídicamente podemos realizar una acción legal colectiva. El 28 de enero volvimos a caer y nos dejamos imponer lo que la empresa quiere.

1)   the workers who have been directed to be regularised by the court’s orders should be absorbed as permanent workers in the expanded plant;

2)   the new plants should comply strictly to the Cement Wage Board provisions and accordingly no contract labour should be employed in the production process, and if employed for work of temporary or seasonal nature, contract workers should be paid at the same rate as regular workers as per the law; (At present contract workers are paid at about 1/3 rd of the rate of permanent workers.)

3)   Priority should be given to the local unemployed youth since the surrounding communitites will bear the brunt of environmental damage. The Company has so far refused to divulge any details, despite letters to the Managing Director of the Jamul plant and the Mumbai Head Office. A campaign has begun for these demands.

Although contract workers constitute the bulk of workforce and perform skilled production tasks, bonus was granted to permanent workers at the rate of 20% with Rs.26 per day under an incentive scheme;  yet contract workers were granted bonus only at the minimum rate of 8.33%.

Further in a blatant attempt to wean workers away from the Pragatisheel Cement Shramik Sangh – which has been fighting for permanent status as per the Cement Wage Board, and also as per two court orders – the members of PCSS were given incentive payments at the rate of only Rs. 10.22 per day in addition, whereas workers in the Packing House, as members of the INTUC Union, were given an additional 11.67% ex gratia, and incentive payment at the rate of  Rs. 25.22 per day.

This is absolutely illegal as per Indian Law, according to which bonus rates are calculated on the basis of the balance sheet and cannnot be calculated separately in separate departments. Also discrimination on the basis of Union has been defined as an unfair labour practice under the labour statutes. The Company claims that the INTUC is an officially recognised Representative Union, in which case, any agreement made with the INTUC ought to have been implemented with all workers in the factory.

We invite you also to post on the BWI Company Monitor http://blogs.bwint.org/mnc/ your experiences with KRONOSPAN in your country.