DOWNLOAD VERSION (PDF) unFAIR PLAY! LABOUR RELATIONS AT HYUNDAI A CRITICAL REVIEW

BY CARSTEN HÜBNER ENGLISH VERSION - APRIL 2014 APRIL ENGLISH VERSION - CONTENTS:

03 FOREWORD Jyrki Raina

05 FORWORD Jochen Homburg

07 BACKGROUND Hyundai and the role of the chaebols in South Korea

10 GERMANY Rüsselsheim: Hyundai‘s management puts works council under pressure 03

15 SOUTH KOREA & WORLDWIDE Hyundai exports its anti-democratic management culture throughout the world

23 FIFA WORLD CUP 2022 The silence of the sponsors 10 25 INTERNATIONAL STANDARDS The importance of Global Framework Agreements

27 DOCUMENTS Legal framework conditions and international agreements

32 CONTACTS 15

IMPRINT:

PUBLISHED BY: IndustriALL Global Union (responsible in the meaning of the press law) PRESIDENT: Berthold Huber # GENERAL SECRETARY: Jyrki Raina

TEXT & LAYOUT: Carsten Hübner CONTACT: INDUSTRIALL GLOBAL UNION PROOFREADING: Dr. Nicole Warmbold PHONE: + 41 22 308 5050 HEAD OFFICE EDITORS: FAX: + 41 22 308 5055 54 bis, Route des Acacias Helmut Lense (IndustriALL) E-MAIL: [email protected] Case Postale 1516 Marlene Roth (IG Metall) WEBSITE: www.industriall-union.org 1227 Geneva PHOTO: IndustriALL, IG Metall, UAW TWITTER: @IndustriALL_GU Switzerland

© Copyright 2014 IndustriALL Global Union # All Rights Reserved. # Opinions expressed in this report do not necessarily represent the views of IndustriALL Global Union.I

2 unFair Play! FOREWORD “The labour relations at Hyundai are more confrontational that at any other car manufacturer.“

Ladies and Gentlemen, Dear Colleagues, Jyrki Raina

When the talk turns to the South Korean carmaker Hyundai, it is Jyrki Raina was elected ­generally described as a success story. The Hyundai Motor Group, the General Secretary of parent company of the Hyundai Motor Company and Kia Motors, is IndustriALL Global Union now the fifth largest vehicle manufacturer in the world. The ­company at the founding congress in has its own production plants on all the strategic growth markets. Copenhagen on 19 June 2012. Until that time he The current portfolio of models is received positively by customers was General Secretary of and the trade press alike. Accordingly, the sales figures and ­market the International Metal­ ­opportunities are good. Hyundai’s new slogan this year is: “New workers’ Federation (IMF), ­Thinking. New Possibilities.” It seems appropriate. as of its 32nd World Con­ gress in May 2009.

However, looking behind the scenes one finds a completely different Jyrki Raina was born picture. Behind its modern brand image, Hyundai remains a relic from in Helsinki (Finland) in the time of the dictatorship that firmly controlled South Korea up 1960. He started his to 1987. The patriarchal family that owns the company continues to trade union career in 1985 ­occupy all the important posts. The management structure is autocratic working as a lawyer and tariff ­secretary of the trade and authoritarian. Democratically elected representation of the interests union of Finnish chemistry of the workforce is rejected, as is constructive co-operation with trade workers. unions. In day-to-day operation this leaves the employees exposed to the whims of their managers, usually without any form of protection. The result is that labour relations at Hyundai are more confrontational that at any other car manufacturer.

During recent years Hyundai has played deaf whenever the rough treatment of its own workforce was criticised. And this applies not only in South Korea, but also at the company’s international sites. By doing so Hyundai harms itself, because an authoritarian corporate culture is detrimental both to brand image and to customer appeal. At the same time it has adverse effects on the employees’ motivation, and on their identification with their own company and its products. It is an illusion to believe that quality and innovation will blossom sustainably under rigid hierarchies and in a climate of fear and repression. In fact the opposite is the case. In times of increasing global competition, this is a Phone: significant competitive disadvantage. You could say, “Old Thinking. No +41 22 308 5060 E-mail: Possibilities.” [email protected] Twitter: @JyrkiRaina

unFair Play! 3 JYRKI RAINA

“It is time for a paradigm shift at Hyundai!“

Continued from page 3 The Universal Declaration of Human Rights (UN, 1948), the ­Freedom of Association and Protection of the Right to Organise Convention (ILO, 1948), the International Covenant on Economic, Social and ­Cultural Rights (UN, 1966) and the Guidelines for Multinational ­Enterprises (OECD, 1976/2011) protect the right of employees to ­represent their interests, to organise themselves, and to set up trade unions. This right is a core element of the universally applicable human IndustriALL Global Union rights, and trade unionists regard it as not negotiable. is a world-wide umbrella organisation representing Over recent years, Hyundai has established production facilities in 50 million members of around 200 individual trade several countries where trade union rights are restricted and do not unions. It is headquartered meet the international standards. However, in other locations, too, in Geneva (Switzerland). the management exploits every conceivable possibility either to make trade union activities more difficult or to prevent them altogether. IndustriALL was founded in From the employees’ viewpoint, that is a clear vote of no confidence 2012 by the merger of the International Metal­workers’ by the ­company in its own workforces. However it also reveals that the Federation (IMF), the ­targeted sponsoring of sporting events such as the FIFA World Cup is ­International ­Federation geared solely to marketing interests. Hyundai’s factory gates are firmly of Chemical, Energy, Mine closed to the idea of fair play. Fair play has no place in the management and General ­Workers‘ culture of the company. Unions (ICEM) and the International ­Textiles ­Garment and ­Leather Here we present examples illustrating how Hyundai repeatedly has ­Workers‘ Federation blatantly disregarded workers’ interests and infringed trade union rights (ITGLWF). at a number of locations around the world. These are not isolated cases. Instead, the incidents described are just the tip of the iceberg. They are Since IndustriALL was ­created its President has systematic and result from labour relations that are incompatible with been Berthold Huber, democratic principles. Co-operation in a spirit of trust, to the benefit of who was President of the the company and the employees, will never come about on this basis. ­German trade union IG Metall until November It is time for a paradigm shift at Hyundai! Launching negotiations on 2013. an international framework agreement at Hyundai and Kia could be the start of such a process.

Jyrki Raina General Secretary, IndustriALL Global Union IndustriALL GLOBAL UNION Phone: +41 22 308 5050 E-mail: [email protected] Twitter: @IndustriALL_GU

4 unFair Play! FOREWORD “Trust and constructive co-existence can only arise when both sides are willing for this to happen.“

Ladies and Gentlemen, Dear Colleagues, Jochen Homburg For decades it has been normal in the automotive industry in Germany Jochen Homburg became that management, works councils and IG Metall co-operate – of course Chairman of IG Metall’s with all the limitations that the existing conflicts of interests bring with local unit in Darmstadt on 1 February 2014. them. He worked at Frankfurt ­Airport for 15 years, during This co-operation works in exactly the same way at German and ­foreign which time he began manufacturers and suppliers alike. And against the backdrop of very studying ­jurisprudence. He advanced globalisation in the vehicle industry, the borders become ­completed his law degree in Frankfurt am Main. blurred and most of the large companies are global players in any case. After passing the second Given the economic importance of the auto industry in many parts state law exam, Jochen of the world, it also has an important role to play in determining Homburg worked as a ­standards. In many states it represents a kind of benchmark for lawyer for two years, and since 2004 he has held ­industrial relations. In view of this special situation, it is all the more various posts at IG Metall. incomprehensible that Hyundai in Germany, with its Korean “feedback managers”, does not wish to comply with the legal regulations. The Jochen Homburg has result is – at least in Europe – that the company alienates not only its ­published extensively in employees, but also its customers and suppliers. the field of labour law. Since 2009 he has been co-author of a standard However, trust and constructive co-existence can only arise when both reference work on Ger­ sides are willing for this to happen. And that requires the will to show man labour law, the respect, enter into dialogue, and understand divergent interests. These ­Kommentar zum Betriebs­ fundamental principles have been violated to a massive extent in recent verfassungsgesetz “DKKW” (­Commentary years by the management of the “Hyundai Motor Europe Technical on the German Works Center” (HMETC) in Rüsselsheim. The works council’s chartered ­Constitution Act “DKKW”). rights of co-determination regarding overtime, occupational safety and leave have been systematically disregarded. In the end the workers’ ­representatives had no alternative but to take repeated legal action to enforce the German Works Constitution Act (Betriebsverfassungs­ gesetz: BetrVG).

However, after losing several legal cases the management has not given up on such tactics, but instead has stepped up the pressure on the Phone: ­workers’ elected representatives. A petition against the works ­council +49 6151 3667 34 E-mail: [email protected]

unFair Play! 5 JOCHEN HOMBURG

“It must be obvious that the course taken by Hyundai to date will lead into a dead end.“

Continued from page 5

was started. An anonymous letter said that the works council was working against the company and the workforce. Since then there have been ­moves to get the works council voted out of office. ­Furthermore, individual members of the works council have been subject to a ­personal smear campaign. Attempts at intimidation even intrude into IG Metall has more than their private lives. Ultimately IG Metall has also been a target. 2.2 million members, ­making it the largest ­individual trade union IG Metall has always welcomed the fact that Hyundai invests in both in Germany and our region and in Germany. The HMETC is a major location of the around the world. Its ­automotive industry. The employees deserve recognition for their share head­quarters are in in the success of Hyundai on the German and international ­markets. Frankfurt am Main and it represents employees­ in Precisely for this reason, it is unacceptable that the management the metal and electrical­ ­apparently regards the HMETC as a region outside the law to be turned industries, the steel, textile­ into a works-council-free and trade-union-free zone. and ­garment sectors, in ­clothing, wood and A representative survey found that as an official partner of FI- ­plastics, in information and ­communications FA’s football­ World Cup 2010 Hyundai became very well known in ­technology, and ­numerous ­Germany. And Hyundai will once again be a prominent sponsor of craft trades. Since the World Cup 2014 in Brazil. However, a positive link between the ­November 2013 the brand image and such a sporting event can be created only if alongside ­Chairman of IG Metall has the willingness to compete, the idea of fair play can also be put over been Detlef Wetzel. ­convincingly. The latest reports in regional and national newspapers Over 22,000 people are on the “unfair play” of the management towards the HMETC works organised in IG Metall’s ­council have certainly not been very helpful in this respect. Darmstadt and Mainz- Worms local unit. Since IG Metall has no interest in exacerbating the conflict with the February 2014 Jochen Homburg has been ­management of Hyundai and of the HMETC. At the same time, Chairman of IG Metall’s ­however, no one can expect that we will simply accept repeated Darmstadt unit. ­infringements of the Works Constitution Act and the intimidation of our works councils and members of IG Metall. It must be obvious that the course taken by Hyundai to date will lead into a dead end. IG Metall is willing to seek new paths jointly with the management.

IG METALL DARMSTADT Phone: +49 6151 3667 0 Jochen Homburg E-mail: President, IG Metall Local Darmstadt [email protected]

6 unFair Play! BACKGROUND HYUNDAI AND THE ROLE OF THE CHAEBOLS IN SOUTH KOREA The Hyundai Motor Group (HMG) is the leading automotivemanufacturer ­ in South Korea and the second largest South Korean ­chaebol after ­Samsung. Chaebols are large family-run business ­conglomerates with ­international operations and a diverse portfolio of products.

For example, the HMG umbrella ­organisations and trade unions, CHAEBOL spans not only the Hyundai Motor the state ­ensured that the chaebols The term “chaebol” (rich Company (HMC) and Kia Motors; could treat their employees­ as they clan) is formed from the it also includes a large number of wished. The ­repression was backed Korean words “chae” companies in the supply ­industry, up by ­trade unions loyal to the (­riches, property) and engineering, heavy industry, ­regime and a paternalistic­ system “beol” (family, clan). ­mechanical engineering, logistics, of social ­security. In previous centuries information technology and other “beol” referred to the Yi sectors. Chaebols also typically­ The Hyundai story ­dynasty, but could also have a very low level of equity, mean ­“influential house”, ­autocratic management ­structures The name Hyundai (“modern thus alluding to the based on family and ­social ­automobiles”) goes back to a huge ­importance of the chaebol in the political ­networks, and ­confrontational ­motor vehicle workshop founded and ­economic life of the ­labour relations. in Seoul in 1946 by the subsequent Southeast Asian country. corporate chairman Chung J­u- The chaebols and the yung. In the years that followed it Journalists first used dictatorship blossemed into a rapidly growing the term in the 1950s and 1960s. Among the conglomerate of enterprises in the ­general population it has a The enormous economic and construction industry, mechanical ­negative connotation. ­political power of the chaebols engineering and shipbuilding. The in has its roots in the ­economic founding of the Hyundai Motor ­policy that was pursued during Company in 1967 finallyexpanded ­ the dictatorship between 1961 the activities to include vehicle “I will restrict the and 1987, and its strategic goal of production. ­totalitarian behaviour of ­establishing as rapidly as possible­ the conglomerates and export-led ­industrialisation by During the Asian crisis of 1997 try to reform the business ­large ­corporations. ­Generous and 1998, the corporation was system so that both small and large business units ­in­vest­­ment ­programmes and forced to split into several ­formally will benefit.” ­export aid, a banking sector that ­independent groups. The extreme toes the line, a tax and finance­ size of chaebols such as Hyundai Geun-Hye Park ­policy ­favouring industry and (“too big to fail”), their ­diversity President of South Korea ­corporations, and a protectionist and their aggressive ­expansionism, since 2013 trade policy created the ­necessary which was financed by high general economic conditions for ­levels of debt, are ­regarded as the this development. At the same ­major cause of the crisis in South time, by ­radically ­suppressing Korea at that time. However, and persecuting ­democratic also the Hyundai Motor Group

unFair Play! 7 BACKGROUNDHINTERGRUND

(HMG), the parent company of trade union law that would have the Hyundai Motor Company exacerbated the situation.­ Within a (HMC), had the typical chaebol few days, around 200,000 workers­ “Hyundai Motor has structure. ­Alongside a network of across the country joined the strike.­ certainly been a great dozens of companies, since 1998 The workers at Hyundai played an success story over recent the carmaker­ Kia Motors – which important role. Even ­today, their years and look to be set for had gone bankrupt during the Locals form the ­backbone of the continued potential growth. ­Asian crisis – now also belonged to Korean Metal Workers’ Union However, if this is impeded HMG, making it the largest vehicle (KMWU). The protestsprevented ­ by poor industrial relations, producer in the country. the law from being passed in its then other companies will original version. More strikes be able to capitalize on The heart of the HMC is located ­followed, and a political turning any weakness.” in ­Ulsan, a port in the southeast point in South Korea’s history Simon Ferry of the ­country. Here, in the ­finally came in 1987. Senior Consultant, ­centre of South Korea’s­ heavy Korea Times, 26 May 2013 ­industry, the company­ runs the The power of the chaebols largest vehicle­ factory ­anywhere in the world. It covers 13 square The close ties between the ­kilometres, ­almost twice the size of ­chaebols, representatives of the ­Volkswagen’s plant in Wolfsburg. state, and South Korea’s social and According to the ­company this site ­political elite continue to exist, alone has an ­annual capacity of despite the democratisation that “The time has been long overdue for misbehaving 1.44 million­ ­vehicles. Two smaller­ has been ­taking place since the end industrialists to forgo ­factories ­operate in Asan and of the 1980s. In 2012 the German the privilege of avoiding Jeonju ­(producing light and heavy­ ­business newspaper ­Handelsblatt punishment merely for trucks). Furthermore, Hyundai wrote­, “In Korea it is difficult to being thought to have has production facilities in China, make out who is wagging whom – ­contributed to economic development. Rigorous India, Russia, the Czech ­Republic, are politicians wagging the tail or penalties will have to await Turkey, the USA and Brazil. In is the ­economy wagging the dog? those who break the law 2012 it sold a global ­total of 4.4 The chaebols are the state, and the without fail.“ million vehicles, over 3.7 million state is the chaebols”. It cited the of them on foreign markets and ­Samsung scandal from ­2005 as an Korea Times 15 September 2013 ­nearly 700,000 in South Korea. example, when it was discovered that 278 ­influential people were on Free trade unions the company’s ­payroll, including against the dictatorship politicians, ­public ­servants, public prosecutors, journalists and two South Korea’s free trade union ex-prime ministers. ­movement was and still is a key “Deep down, chaebol part of the country’s ­democracy The Hyundai scandal ­owners don’t understand ­movement. During the ­dictatorship why they should be subject it actively resisted the state’s Just one year later, Hyundai too to secular law.” ­prohibitions of ­organisations, the was rocked by a scandal. In April persecution of activists and the 2006 the police ­arrested Chung Lee Kun-hee Reuters, 5 April 2012 ­militarised and repressive ­labour Mong-Koo, ­Chairman and CEO of relations at the chaebols.­ The the Hyundai Motor­ Group and son ­protests reached their peak in of the founder Chung Ju-yung. He December 1986, when the general­ was ­accused of ­embezzling around strike was ­called – the firstsince ­ 70 ­million Euro and ­diverting the 1946. It was a protest against a new ­money into an unofficial fund

8 unFair Play! BACKGROUND used for paying ­bribes. Chung was Labour relations at Hyundai 2013. They were protesting against ­initially ­sentenced to three years the company’s efforts to under­mine ­imprisonment, but in 2007 the Today chaebols such as ­Samsung the rights of the employees and ­sentence was suspended by the and Hyundai still not only their elected representatives. Their ­appeals court. However, it ordered ­determinedly resist economic letter said, “This type of behaviour Chung to ­donate the ­equivalent and ­political democratisation in not only contradicts the principles of around 900 million US dollars­ South Korea, but also continue to of treating the employees with to social causes by 2013. One hold fast to their confrontational respect, but also harms the world- year later he was pardoned by the ­style of labour relations. And with wide standing of Hyundai.” ­country’s ­president. ­increasing internationalisation of production, Hyundai has ­actually Trade unions call for a change of Democratisation of the economy exported its hierarchical and direction ­authoritarian management ­system. Yet the unchecked power of the Compliance with this system is At a meeting of ­IndustriALL’s Korean chaebols not only blocks carefully monitored by managers ­inter­­national Hyundai/Kia net­ a thor­ough political and social sent from Korea. work in Prague in mid-­November change in South Korea, but also 2013, trade unions from South hampers sustainable ­economic Against this background ­Joachim Korea, Germany, Slovakia,­ the ­development. The thirty ­largest Schlütter, an expert at the Czech Republic, ­Turkey and chaebols still generate a ­large ­Friedrich Ebert Foundation, finds ­India ­reinforced the appeal to ­proportion of South Korea’s a “fundamental­ antipathy on the the Hyundai ­management. A ­economic output and exports even part of the group’s management joint declaration called on the today. ­Moreover, in recent years the towards trade unions” and the top ­management at Hyundai to majority of them have got further ­“radicalisation of relations ­between ­enter into a “constructive­ dialogue into debt due to acquisitions.­ the management and the workers”. with the trade unions concerned, This risky ­expansionism aims Helmut Lense, the ­IndustriALL’s with the aim of ­co-operation”, at keeping most commissions­ specialist for ­auto­motive, ­called “to be­­have in a manner neutral ­within a company’s­ own corporate­ Hyundai “one of the world’s to workers who wish to set up a ­network, which is why hardly­ any most anti-union automotive democratic trade union or are ­innovative small and medium-­ corporations”.­ members of a trade union, and to sized ­enterprises have been refrain from ­repressive measures able to develop­ in the sector­ The trade unions at Hyundai in direct­ed at them”, and “to enter into in South ­Korea. The debate on South Korea, Germany and the a frank and effective dialogue with ­“democratisation of the ­economy” Czech Republic therefore ­direct­ed ­IndustriALL on an international­ is accordingly a major feature of an international appeal to the ­framework agreement for Kia and politics. group’s board of directors in June Hyundai”.

“Our mission has only ­confirmed Government statistics reveal that The international trade union what we had feared, that ­under over one-third of the ­workforce ­movement will stand by the Korean the current administration the is now labouring under some Trade Union movement. Together, ­government is engaging in a wave form of ‘non-regular’ work we have no other choice but to use of intense repression against labour ­arrangement, though we believe all political and legal mechanis­ and civil society of the kind not that the number is closer to half. ms available to us to ensure that seen in recent years and which And, even when workers win their ­human and trade union rights are threatens to ­hollow-out the ­country’s rights before the court, such as fully respected in Korea.“ ­democracy. We are deeply ­troubled at Hyundai Motors, ­employers by the government’s­ blatant simply ignore the rulings with International Trade Union ­disregard for international labour ­impunity. Indeed, the union Confederation (ITUC) standards in law and practice. We chair of the precarious workers are also deeply troubled that our branch at Hyundai Motors is now International Trade Unions requests to meet with appropriate in ­prison for standing up for the Statement on Korea ministers to discuss these concerns rights of precarious workers when 20 January 2014 were denied. (...) apparently no one else would. (...) http://www.ituc-csi.org

unFair Play! 9 GERMANY

“Should the violations continue we will take legal action against the ­representatives of your company and make the practices of Hyundai public.“ Berthold Huber

The former head of IG Metall and President of IndustriALL Global Union, Berthold Huber, warns the Hyundai management before continuing his anti-worker corporate policy.

RÜSSELSHEIM: HYUNDAI‘S MANAGEMENT PUTS WORKS COUNCIL UNDER PRESSURE

Following a whole series of incidents in August 2012 by Hyundai’s ­representatives”, the trade unionist Berthold Huber, who until November 2013 was warned. “If the violations continue, we will take legal Chairman of IG Metall, the largest individual trade action against those responsible in your company and union in the world, approached Hyundai Chairman publicise the situation at Hyundai.” Chung Mong-Koo directly. The authoritarian and anti-union management Huber started his letter by saying, “In this letter I wish ­culture, which Huber criticised in his letter,­ is ­imposed to inform you of the alarming situation at the Hyundai at HMETC – as in other places,­ too – principally­ by Motor Europe Technical Center GmbH (HMETC) in Korean managers. They are ­supported by the local Rüsselsheim, Germany.” This was ­followed by ­severe ­executives. Moreover, a group of employees­ is acting criticism of Hyundai’s conduct. Themanagement’s ­ with the backing of the management,­ in the name of the hindrance of the works council, a targeted campaign­ “Independent Employee­ Association“ (AUB,­ “Arbeits- against individual employee ­representatives, and gemeinschaft Unabhängiger ­Betriebsangehöriger”). ­repeated violations of the German Works Constitution­ Act were all mentioned – and that all attempts thus The AUB is generally regarded as a “yellow” far to improve the situation had ­failed due to the ­(company-controlled) union acting in the employers’ ­management. “IG Metall will no longer accept this sort interests. Its long-serving chairman Wilhelm Schelsky­ of treatment of the statutory ­employee ­representation received over thirty million euro from ­Siemens

10 unFair Play! GERMANY

­between 2001 and 2006 to ­establish Ultimately, the elected employee agreement had been reached with the AUB. The ­objective was to representatives had no ­alternative the management. It also said that ­undermine IG ­Metall and its works but to take legal action. Although members of the works council had councils. In 2010 it also became the works council won most of the tried to obtain personal gain and known that over a ­longer ­period legal disputes, it sees the approach­ the workers’ representatives would Aldi-Nord had spent 120,000 taken by the ­management as consequently have to be ­voted out euro per year to finance an AUB ­ex­tremely unsatisfactory. ­Oliver of office. The petition wasreadily ­ ­employee who “trained” members Alt, ­chairman of the HMETC signed by the executive staff, of Aldi works councils. works council, is ­disappointed: ­including the head of ­personnel. In the end over 100 employees ­signed­. Trade union secretary „The IG Metall will not accept such a treatment of the legal ­Tobias ­Wölfle (IG Metall) received employee representation body by the representatives of reports that line managers went HMETC.“ through the departments with the Berthold Huber petition, telling the workers to sign it. It was also reported that threats Repeated violations of the Works “Since we started our work we were issued­ that bonus payments Constitution Act have had to bring about most of and salary adjustments would be the decisions legally subject to refused if workers did not sign the The HMETC was founded in 2003 co-determination which concern petition. and currently employs around 270 plant-related ­matters by taking the people. The works council was set matter to court and via the ­regional AUB threatens elected works up in mid-2009. Before that time, council”. He adds that “This means council members there had been considerable ­unrest ­unnecessary work and ­unnecessary among the workforce for reasons costs, and makes constructive “For a good while now you have including increasing amounts co-operation more difficult.” been, at least for some of the time, of overtime, occupational safety ­issues and the lack of ­remuneration “The story sounds like something from a manual on how to ha- systems. Even today Hyundai in Rüsselsheim still has no collective rass works councils. If companies want to get rid of their works agreement, which is an exception councils, certain consultants recommend precisely this strategy.“ within the automotive­ industry in Tobias Wölfle (IG Metall) Germany.

Since the foundation of the works Works council members are on the works council of the HMETC council, the Hyundai management’s­ subjected to smear campaigns and through your ­activities ­there refusal to work with it in a ­spirit and intimidation have contributed to the fact that of trust has resulted in regular numerous court proceedings ­infringements of the German However, the lost court cases have been launched against your Works Constitution Act, which did not bring about a change of ­employer. Of course we are unable regulates the participation rights ­heart among Hyundai’s managers. here to assess the extent­ to which of the workers’ representatives­ ­Instead they took an even tougher this has altered the ­relationship in detail. No matter whether the approach to the works council. For of trust between you and your ­issue was overtime, leave or other example in the summer of 2012 a ­employer. At ­certain points in life areas subject to co-determination, petition appeared at HMETC for it can be expedient­ to re-think and again and again the works ­council people to sign. It stated that the re-evaluate the ­positions that one was simply ­ignored, solutions works council was acting against has thus far regarded­ as obvious­ to problems­ were delayed,­ and the interests of the workforce and and clear. We believe that right ­proposals for reaching­ agreement that it was the fault of the works now such a time has come. In were rejected. council that in many cases no ­order to assist you in this process,­

unFair Play! 11 GERMANY we have had a lawyer­ examine­ consultants ­recommend ­precisely ­labour ­relations at Hyundai and the legal ­situation of all persons this strategy. To start with, the firm the conduct of the management ­currently registered as ­active on ­denounces the works ­council at in ­Rüsselsheim. For instance in the HMETC works council,­ which ­employee meetings,­ ­accuses it of ­September 2013 the Frankfurter­ ­includes yourself, against the only ­pursuing its own interests,­ and Allgemeine Zeitung (FAZ) wrote of background of the ­approaching calls for it to be dissolved. In the next ­letters “whose tone at the very least ­procedure for removal from ­office step, the company­ provokes­ one causes one to listen up”, and ­“trivial in accordance with ­Section 23 court case after ­another. The works matters” to which the Hyundai of the Works ­Constitution Act council suffocates­ in ­proceedings ­manager Yang Seungwook reacted­ and of your personal­ conduct and has hardly any time left for its by issuing a written warning to in this ­matter, based on current normal work. This confirms the Marten Verschoore, vice chairman ­information. ­Concerning the result impression given to the workforce of the works ­council. of this ­analysis you can obtain an that the works council­ is now only impression of your own situation concerned with its own affairs.” Failure to greet draws a warning for yourself by studying the Annex and draw your own conclusions.” The internet based information The case taken up by the FAZ in portal ­“Brennpunkt ­Betriebsrat”, ­October 2012 provides a deep Alongside the undertones of a whose advisory­ committee ­insight into the authoritarian­ threat that continued ­activity on ­includes ­former ­German Federal ­mentality at Hyundai. In the the works council could have ­Minister of Labour Norbert Blüm ­written warning, Verschoore ­consequences under ­labour (CDU) and ­Guntram Schneider was accused of “refusing to greet law, the letter primarily ­makes (SPD), Minister­ for Employment, the sole Managing Director of it ­clear that while the AUB- ­Integration and Social Affairs in the our company, Mr Seungwook Team-Hyundai presents­ itself state of ­North-Rhine/­Westphalia, Yang, and also your superior, the as a group of ­employees critical has already­ reported on the ­Korean Chief ­Co-ordinator of the of the works council, it is in fact ­situation at HMETC twice in ­Design Department, Mr Hyuk ­assisting the ­management in its recent months. The headings read: Park”, when supposedly met in ­anti-works-council actions. “Abrissbirne Hyundai – Bossing the ­Design ­Department. The ­warning continued: “Therefusal ­ IG Metall has always welcomed the fact that Hyundai invests in to greet the ­Managing ­Director our region and in Germany. The HMETC is a major location of the and your superior­ after their prior automotive industry. The employees deserve recognition for their ­greeting ­undermines the ­position share in the success of Hyundai on the German and and authority­ of the Managing ­Director and of your superior,­ international markets. Precisely for this reason, it is unacceptable and represents­ an insult­ to their that the management apparently regards the HMETC as a region honour. We expect you, like all outside the law to be turned into a works-council-free and other employees, to ­c­omply with trade-union-free zone. Jochen Homburg (IG Metall) the company’s social conventions.­ We regard the manners­ shown by “Textbook harassment” aus Prinzip” (“Hyundai wrecker’s you as a member­ of the Design ball – intimidation by employers ­Department as a grave incident. Trade union secretary ­Wölfle on principle”) and “Hilferuf aus We will therefore not tolerate your ­there­fore points out that a Rüsselsheim: Hyundai-Betriebs- behaviour and hereby issue you ­systematic plan frequently lies räte unter Beschuss”­ (“Call for help with an explicit warning.” ­behind such measures. “The ­story from Rüsselsheim: Hyundai works sounds like something from a council members under attack”).­ The occasion on which the text ­manual on how to harass works And in national ­newspapers the was written, and the tone used, councils. If ­companies want to get ­reporting to date on the ­conflict make it clear that the conflicts rid of their works councils, certain has thrown a critical light on at HMETC are rooted in the

12 unFair Play! GERMANY

­management’s overblown ideas No leafleting! “The story sounds like regarding its own standing and some­thing from a manual on how to harass works authority. In this ­hierarchical Tobias Wölfle has found that the councils. If companies and ­authoritarian ­atmosphere, way the Hyundai management tries want to get rid of their even the co-determination­ rights to dominate people some­ ­times works councils, certain under the Works Constitu­tion even extends beyond the ­factory consultants recommend Act are seen as an ­unacceptable gate. precisely this strategy. To start with, the firm ­intrusion into the power of ­denounces the works the ­managers. Works council When at the beginning of ­October council at ­employee ­members who ­insist on their rights 2012 he was handing out IG Metall­ ­meetings, accuses it of and expect ­co-operation with the flyers in front of the HMETC only pursuing its own ­management as equals are felt to ­facility, a man ran up to him, ­interests, and calls for it to be dissolved. In the be provocateurs.­ All the ­experience ­waving his arms and shouting over next step, the ­company ­indicates that at Hyundai, and over: “Go away!” Wölfle and ­provokes one court case ­democracy is ­meant to stop at the his colleague Daniel Bremm had after another. The works factory gate. The ­ultimate goal of no intention of going away and council suffocates in the ­management and of the AUB carried on ­handing out the leaflets. ­proceedings and has hardly any time left for its is therefore apparently­ not only Whereupon the man, after being normal work. This confirms­ to have the current works council instructed by a superior,­ took up the impression given to ­voted out of office, but to abolish a position on the other side of the the workforce that the it as an ­institution. This ­situation gate and took all the leaflets away works council is now only also ­explains why the multiple from the employees. “When you’ve ­concerned with its own affairs.” attempts by the works council and seen workers having our leaflets IG Metall to resolve the conflict at ­taken away from them, you can Tobias Wölfle Hyundai, with the involvement of very well imagine how the large IG Metall Darmstadt and the ­employers’ ­association Hessen- number of signatures against the Mainz-Worms, Germany metall, have come to nothing. works council came about.”

The IG Metall Darmstadt and Mainz-Worms supports the works council and the unionists at Hyundai in Rüsselsheim in their struggle for worker participation and fair cooperation.

ununFairFair Play!Play! 1313 INTERNATIONAL

2012: The unionists Choi Byeong-seung and Cheon Ui-bong climb a power pole in front of the main plant of Hyundai in Ulsan to protest against the working conditions of precarious workers.

#STOPprecariouswork 14 unFair Play! INTERNATIONAL

HYUNDAI EXPORTS ITS ANTI-DEMOCRATIC MANAGEMENT CULTURE THROUGHOUT THE WORLD

By making its production more both sides, year in, year out the Korean plants since 1998. At that international, Hyundai has ­company heads for fierce ­industrial time, a large number of ­regular also exported­ its autocratic and disputes with the approx. 46,000 ­employees were ­dismissed and ­authoritarian style of ­management. workers who are organised in trade replaced with ­workers in ­precarious One result­ is that so far no unions. In the summer of 2013 the ­employment. To do this the ­democratic ­representations of strike at Hyundai lasted for three ­company ­circumvented the South ­employees’ interests or unions have weeks and caused lost production Korean labour law, which ­prohibits been established at Hyundai or Kia of more than 50,000 vehicles with the deployment of ­temporary in Russia, ­Turkey, India, China and a value of around 690 million euro. ­workers in ­production and the the southern ­states of the USA. hiring of some workers for worse At the carmaker’s­ domestic plants A second major contentious ­issue at wages and under worse ­working in South Korea and in the Czech Hyundai is the topic of ­precarious conditions than the regular­ ­Republic, Brazil and Germany employment. Apart from ­lower ­workforce. Those in ­precarious there are indeed ­trade unions and ­wages and ­worse ­working employment, called non-regular or works councils. Yet labour relations ­conditions, it is the ­possibility of ­irregular workers in South Korea, are extremely ­confrontational. The dismissing ­workers in precarious are therefore­ officially employed constant ­pressure on the workers’ employment at any time, which by ­in-house subcontractors, whose representatives makes it difficult the trade union ­criticises most. number had climbed to 127 just in to maintain even a ­minimum of In 2013 alone, there were several the Ulsan plant by 2005, according­ legal security, social standards suicides and attempted suicides to trade union information. and co-determination.­ And among Hyundai and Kia Motors the management­ of Hyundai is workers who had lost their jobs. A Precarious employment ­certainly prepared to pay a high statement from the Korean ­Human price to ensure that its undisputed Rights ­Foundation (KHRF) The non-regular workers at power remains intact in the plants ­issued in May 2013 ­contains the Hyundai were already ­organised as far as possible. ­following ­passage: “entrepreneurs ­within the KMWU in 2003. want to maximise their profits by ­However, to this day the Industrial disputes in ­employing temporary workers. ­company has not ­recognised their South Korea Workers want a steady income ­representation as a partner in and job security within a normal ­negotiations. Their key demands The most striking labour ­struggles ­employment relationship. As long are cessation of the ­illegal use of are the annual wage disputes at as there is no compromise between in-house ­subcontractors and the Hyundai in South Korea, which these two sides, there will be deaths regular employment of the approx. also regularly make international among the temporary workers.” 7,000 workers ­con­­cerned. They headlines. This is because instead are also supported by the South of negotiating with the Korean The intense conflict ­surrounding ­Korean Ministry of ­Employment ­Metal Workers’ Union (KMWU) ­pre­­cari­ous employment has been and Labour,­ which in the year to seek a solution acceptable to smoulder­ing in Hyundai’s South 2005 officially­ ­determined that

unFair Play! 15 INTERNATIONAL

the practice at Hyundai violated ployment practice ended. They are non-regular employees. Yet labour law. ­Furthermore, in 2010 additionally ­demanded that board if they resist the attacks they risk and in February 2012 the ­Supreme member and CEO of Hyundai, ­dismissal, as illustrated by the case Court of Korea set a precedent with Chung Mong-Koo, should be of Ms Park, a worker at Hyundai in a ­similar ruling. Yet Hyundai only ­legally called to account for the the Asan plant, which has attracted undertook to give a ­permanent continued breach of the law. It was international attention. contract to 3,500 non-regular not until 200 days later, on 4 May workers in the first half of 2016. 2013, that they left their position at In 1997 a female worker ­named The KMWU regarded that as a height of 20 metres,­ to clear the Park started working for an ­unacceptable. way for further negotiations with in-house subcontractor at the the company. But Hyundai has not Hyundai facility in Asan, and had On 17 October 2012, ­therefore, given ground on this point, even been employed there for nearly two trade union members ­decided today. four­teen years when in September to make a spectacular protest. 2010 she was dismissed. Although Choi Byeong-seung, who had gone Sexual harassment at work the name of the subcontractor ­before Supreme Court to obtain had changed a total of nine times ­regular employment ­status and After worse conditions and job ­during her period of employment, won, and Cheon Ui-bong, ­General ­insecurity, the lack of rights causes she remained uninterruptedly in Secretary of the local KMWU most suffering among the workers the ultimate control of Hyundai. ­union organisation of non-­regular in precarious employment. This ­workers, climbed­ an electrici- ­affects women in particular. Astudy ­ Prior to her dismissal, in 1999, a ty mast in front of their plant in by the Korean Federation of Trade complaint against her team ­leader ­Ulsan and refused to come down Unions (KFTU) showed that 40 and another superior about ­sexual until the decision of the ­ministry per cent of female employees were harassment was rejected by the and of the ­Supreme Court was subjected to sexual ­harassment at subcontractor, at that time the firm ­implemented and the illegal em- their workplace, and most of these­ Geumyang Logistics, as ­“groundless

International solidarity: Members of the U.S. automobile workers union UAW protested outside Hyundai dealers in the United States against 16sexual un Fairassault Play! on a female worker in South Korea. INTERNATIONAL damage to the reputation­ of the plant through a subcontractor­ Hyundai fined almost 6 million company”. The company’sreaction ­ have to be taken on as regular staff dollars in the USA to the complaint­ was to initially after two years of ­uninterrupted suspend the worker for six months, ­employment. Accordingly, at the The US trade union United and then to dock three months’ time of the ­sexual assaults the ­Automobile Workers (UAW) was ­salary from her wages. When she ­woman had in fact already been an also involved in the global­ day of did not ­accept these terms and employee of Hyundai for 12 years. action for Ms Park in ­November on 3 September 2010, with the 2011. It called for her ­reinstatement, ­support of the KMWU, brought Ultimately, it was a sit-in in front using the ­slogan “Stop Sex in the National­ Human Rights of the Ministry of Gender ­Equality Discrimi­nation at Hyundai” at ­Commission of Korea (NHRCK), and Family in Seoul and support protests in front of more than 75 she was dismissed on 20 Septem- from human rights organisations Hyundai dealerships up and down ber 2010. and trade unions around the the country. “Though we may work ­world, including the International for different­ companies ­ and in Thereupon, on 14 October 2010, Metalworkers’ Federation (IMF, ­different countries, as workers, we Ms Park launched a protest at predecessor of IndustriALL ­Global support each other‘s struggles”, said the main entrance to the factory. ­According to a report from the ­Asian ­Human Rights ­Commission, “Though we may work for different companies and in different during the protest she was so countries, as workers, we support each other‘s struggles.” ­severely ­abused by Hyundai Mike O’Rourke (UAW) ­managers and private­ security staff that she had to spend four weeks in hospital. Finally,­ at the Union), that helped Ms Park to Mike O’Rourke, President of UAW beginning of 2011, the NHRCK ­obtain justice. The highlights of the Local 1853 at the General Motors found that this was a clear case solidarity campaign were a global plant in Spring Hill (­Tennessee). of sexual harassment­ at work and day of action on 11 November 2011 that Ms Park had to be reinstated.­ and a press conference in front Informing the customers was Moreover, she had to be paid of the company’s headquarters in an important instrument in ­compensation for what she had ­Seoul on 25 November 2011. the campaign.­ “The UAW has suffered. ­embraced a global vision of On 14 December­ 2011, just a ­social justice and will mobilize its The decision was, however,few day later and around three ­membership to defend labor rights ­ignored. Geumyang Logistics no ­years after the worker lodged her here and in other parts of the ­world”, longer ­officially existed,because ­ in ­complaint, the conflict was finally ­emphasised UAW ­President Bob November 2010 the firm had been resolved. An agreement between King. He ­added that the US ­union renamed ­Hyungjin ­Company. Hyundai, the KMWU and Ms Park stood in solidarity with its sister Hyundai, in its turn, ­declared that provided the following: dismissal in Korea, the KMWU and with it was not ­responsible, ­because of the perpetrators as of 31 January ­workers’ movements­ which “have ­officially the­woman had had 2012 and Ms Park’s reinstatement the courage to challenge workplace an employment­ ­contract with on 1 February 2012, the payment injustice.” Geumyang Logistics – a ­standpoint of her outstanding wages, a ban that was extremely dubious­ not on gender discrimination at work, In the USA, where Hyundai has only morally, but also legally. plus immediate measures and a been producing vehicles since This is because a decision by the programme aimed at preventing­ 2005, there was a similar case of ­Supreme Court of South Korea sexual assaults. So Ms Park’s sexual harassment at the plant on 22 July 2010 concerning non-­ ­struggle ended in a victory that in ­Montgomery (Alabama). The regular ­employees clarified that brought benefit not only to her, but ­harassment by manager Mike workers who are employed in a to all women in the company. Swindle began in January 2006,

unFair Play! 17 INTERNATIONAL

“The UAW condemns Kia’s attack on the right to free asso- ciation. In the United States, Kia has engaged in one of the ugliest forms of anti-union conduct an employer can under- take: black-listing. The UAW has supported Kia applicants who have filed a charge with the National Labor Relations Board (NLRB) alleging that they – and hundreds like them – were denied jobs due to their history of union-represen- ted employment. We call upon Kia to respect the right to free association in the United States and across the globe.“ Bob King

18 unFair Play! INTERNATIONAL shortly after Tammy Edwards hundred kilometres­ away. One The background can be outlined ­started working for Hyundai. reason for this is the “blacklisting as follows: in March 2006 Kia ­After months of being ­subjected to of trade ­unionists” during recruit- ­decided to establish a facility in ­harassing behaviour, Ms Edwards­ ment – that is, the attempt to avoid Georgia, ­after which the market finally reported theproblem ­ to a ­hiring workers who had previous- for qualified automotive workers superior. But instead of ­receiving ly worked­ at a unionised company appeared to develop ideally. In support, she was transferred and therefore might have union ­October 2006, Ford closed its plant to a job that was ­physically too experience. in Atlanta, less than 100 ­kilometres from West Point. According to the trade study­ “Harbour Report”, it Tammy Edwards decided to take her case to court – and won. had “one of the best workforces in In May 2009 a court in Montgomery ordered Hyundai Motor the ­automotive industry”. Manufacturing Alabama (HMMA) to pay 5.79 million dollars in fines Around 1,850 employees lost their and damages. And Hyundai manager Mike Swindle had to pay jobs, most of them members of the damages of 10,000 dollars. UAW. Then in September 2008, ­General Motors (GM) also closed its plant in Doraville, not far from ­demanding for her. Then the Blacklisting of trade unionists Atlanta. GM is also ­unionised. ­company pressed­ her to go on Some 1,200 workers were made ­medical leave. ­Swindle, on the A disturbing example of what redundant, after around 1,900 other hand, remained employed­ by ­blacklisting means for ­automotive ­employees had ­already left the the company. workers and their families in company during the previous three practice is provided by the Kia ­years. At that time automobiles­ Tammy Edwards decided to take plant in West Point (Georgia), were no longer being built her case to court – and she won. In which commenced production ­anywhere in Georgia. May 2009 a court in Mont­ ­gomery ­ordered HMMA (Hyundai ­Motor ­­ Manu­­facturing ­Alabama) to pay “This Kia plant is not going to be a union plant, so they probably 5.79 million ­dollars in ­fines and don’t want that mentality of people.” damages. And Hyundai ­manager Mikell Fryer Mike Swindle­ had to pay damages­ of (Regional Director for the Georgia Department of Labor) 10,000 dollars.­ However, Hyundai seemed not to take the court’s de- cision on board. “We are obviously with roughly 1,250 employees in So when in January 2008 Kia started­ very ­disappointed with the jury’s November 2009. At present more recruiting, it could have tapped ­verdict, which is ­certainly contrary than 3,000 people work there. Yet into a large pool of ­qualified and to the working ­environment and although the company ­received ­experienced ­workers. ­Hundreds, atmosphere that we have attempted­ around 400 million dollars in if not thousands, of ­former to establish at HMMA since our ­public subsidies and the Georgia ­employees of Ford and GM took inception”, was Vice President­ Rick Department of Labor was involved part in the application process,­ but Neal’s comment­ on the verdict. in recruiting the workers, hardly were not hired. HMMA Company officials said in any qualified jobless ­automotive a ­statement that it was considering­ workers from the region were Therefore a group of ex-Ford and further legal options. ­hired, even though hundreds had GM employees filed an ­action applied. Theirproblem? ­ They with the National Labor Relations­ There are no trade unions at the had previously worked at Ford Board (NLRB) in August 2011. Hyundai facility­ in Montgomery and ­General Motors – which are Theyallege ­ that Kia blacklists or at the Kia ­facility nearly one ­unionised companies. ­workers who were ­previously

unFair Play! 19 INTERNATIONAL

employed at Ford or GM and Trade unions mean protection at HMMA, telling the press: “We were members of a ­trade union, maintain an ­atmosphere of civility” which would constitute­ unlawful In view of the rigidly hierarchical and adding, “As an example,­ use of ­discrimination. and patriarchal labour relations salty language, we don’t allow that at Hyundai/Kia and the political h e re .” ­However, during its research the ­climate in the southern states of NLRB discovered­ that in fact only the USA, the massive ­resistance And Mike Swindle? His behaviour three out of hundreds of former against attempts to unionise­ earned him a place on the list of Ford ­employees who had applied ­workers has had a number of “Worst Bosses 2009” in the USA, to Kia were actually hired. That ­consequences. Not only is there which is compiled every year by corresponds with statements from no collective agreement securing the internet platform ­eBossWatch. ­Mikell Fryer, Regional Director for ­wages and social benefits. Much In 2012 he was followed by Fred the Georgia Department of ­Labor, more importantly, employees ­Beans, proprietor of the “Fred who had assisted Kia ­while it was receive no support when they are ­Beans Hyundai” ­dealership in ­recruiting workers. As early as in exposed to arbitrary or threatening ­Pennsylvania. Beans had ­fired March 2006 Fryer had told a news- behaviour from superiors. Tammy ­Cherie Santai, a long-serving­ paper: “This Kia plant is not going Edwards’ experience illustrates ­employee, after discovering that she to be a union plant, so they probably­ that in the case of complaints it is was pregnant.­ A court sentenced­ don’t want that ­mentality of peo- frequently the victims and not the Beans to a 150,000 dollar fine. ple.” He also said that Kia ­likely perpetrators who have to reckon would not hire any Ford and GM with sanctions that can even go as Yellow trade union at Hyundai workers losing­ their jobs ­within far as dismissal. The result is that in India the following two years.­ Another many employees endure degra- legal dispute intended­ to clarify the ding treatment from their bosses To date, Hyundai/Kia has been able extent to which government­ offices and managers without putting up to prevent trade union ­activity in in were involved in blacklisting any kind of resistance.­ A climate the USA, Turkey and Russia. And trade union members. But both ca- of fear is spreading. This cannot be Hyundai Motor India (HMI) uses ses were decided in the meantime concealed by Ashley Frye for in- a “yellow” trade union. to the detriment of the workers. stance, Vice President Production Since 2007 the company had ­persistently rejected the idea of co-operating with the Hyundai Motor India Employees Union (HMIEU), but then on 12 May 2012 it suddenly recognised­ the newly formed United Union of Hyundai Employees (UUHE), with which it concluded a collective­ agreement on 18 October­ of that year. From the point of view of the HMIEU, this behaviour ­represents a clear violation of ­democratic ­principles and freedom to organise.­ It not only reports that the workforce was forced to accept the “anti-­ worker wage agreement”, but is also ­demanding a secret ballot Workers of Hyundai in Chennai (India) protest for fair union elections. so that majority opinions can be ­determined objectively.

20 unFair Play! INTERNATIONAL

However, so far the company has Korea, Slovakia, Brazil and tation and ­co-determination. not accepted the demands. “The ­Germany – but apart from that, Thisapplies ­ especially to issues company categorically rules out only in Nošovice in the ­eastern such as ­overtime, weekend work, recognising any other trade union”, Czech Republic. Yet here, too, ­dismissals and ­leave. On top of Hyundai said. The Irungattukottai the local metal workers’­ ­trade this, employees are subjected facility near Chennai has a regular ­union OS KOVO faces ­continual to threats and ­punish­ments, for workforce of approximately 1,500. ­infringe­ments of the law and ­instance in relation to imposition ­repressive measures on the part of extra ­working time. From the Hyundai’s refusal to work with of the management. “Cross viewpoint of the trade union, even the HMIEU has led to several the ­factory gates at Hyundai in fundamental principles are being ­strikes in the past, most recent- ­Nošovice and you enter a ­different ignored in these labour relations. ly in November­ 2012. There have world. Neither labour law nor ­repeatedly been mass detentions by collective ­agreements have any OS KOVO representatives from the police. Furthermore, 87 trade meaning”, reports trade unionist Nošovice were also prevented union members were sacked in the Zdeněk Ševčík. from being part of the ­“special year 2008. Despite interventions ­negotiating body” involved in by the regional government, 27 of The list of incidents andfounding a European works them have still not been reinstated, ­infringe­ments of the law is long. It ­council in September 2012. The including officials of the HMIEU. ranges from demeaning ­behaviour relevant Directive­ of the European towards and ­attempted ­intimidation Union provides that a European “Hyundai in Nošovice is a of OS KOVO ­representatives, works council can be established different world.” and non-compliance­ with in undertakings that have a total of ­statutory ­labour and safety at least 1,000 employees in at least Free unions and ­democratically ­regulations, all the way to cont- two EU Member States, if at least elected ­employees ­representatives inual ­disregard for a wide range 150 employees are employed in do exist at Hyundai/Kia in South of rights to ­information, consul- each of at least two Member States.

KIA/HYUNDAI NETWORK This international cooperationAt the network meetings the ­example ­organizing, bargaining, started in 2008, based upon the ­union representatives­ talk about ­benefits social issues, shift systems initiative of trade unionists from the situation­ in their plants and or ­wages. The participants also Slovakia and South Korea. For the ­exchange ­information about ­discuss ­about different court cases/ first time trade unionists from both the daily ­trade union work, for disputes that are taking place. countries exchanged ­information about collective bargaining and union work. Already in 2008 the management put all its effort to prevent the unionists to meet.

When IMF, the predecessor of IndustriALL became involved, representatives of Hyundai and KIA companies in other countries were contacted and coordinated. Later on they became part of this network, such as Czech Republic, Meeting of the international Hyundai-Kia-Network of IndustriALL in September Germany, India, USA, Turkey. 2012 in Bratislava (Slowakia).

unFair Play! 21 INTERNATIONAL

The Directive also applies to the South Korea­ and IG Metall from just as much as the ­willingness operations of international groups Germany, issued­ an international to ­treat them fairly­ and lawfully. located in EU countries, such as appeal to the company’s­ Board of In ­order to ­achieve this aim, “we Hyundai, which are headquartered Directors and ­protested against the ­demand putting­ in place a Global outside the EU. management’s ­world-wide ­erosion ­Framework Agreement, by which of ­publicised ­corporate ­standards the company commits itself to fully International appeal by the and its continual disregard­ for respect workers’ rights.” trade unions the rights of the employees and their ­legitimate ­representatives. Jyrki Raina, General Secretary Yet Hyundai still tried to make the “Furthermore, these serious of IndustriALL Global Uni- process of establishing a European­ ­violations are accompanied­ by on, has given­ his support to the works council as difficult­ as ­management’s ­illegal methods joint appeal­ from the three trade ­possible. For example the company ­aimed at overriding­ the ­rightful unions and approached­ the Chair- made it unnecessarily awkward for decisions of the employees’ man and CEO of Hyundai Motor the OS KOVO representatives­ to ­representatives.” Therefore, theGroup (HMG), Chung Mong-Koo, join the “special negotiating body”, appeal went on to say, the ­authors ­directly. Raina wrote:­ “In order­ to by ­releasing them from their duties ­demanded that the Hyundai achieve the full implementation­ too late and through ­unreasonable ­management ­“re­spect national of ­internationally ­recognized travelling ­conditions. In addition,­ and ­international law, particularly­ ­workers’ rights at Hyundai, they were provided insufficient the ILO core labour­ ­stand­ards we urge you to sit down with translation during the meeting ­regarding ­global ­workers’ rights.” ­workers’ ­representatives to start and the schedule was far too tight. Thisincluded ­ the recognition­ of a ­meaningful ­dialogue ­towards So in mid-June 2013 OS KOVO, ­trade union­ rights and the rights of the ­establishment of a Global ­together with the KMWU from ­employees’ ­re­presentative ­bodies ­Framework Agreement.”

“In order to achieve the full implementation of internationally recognized workers’ rights at Hyundai, we urge you to sit down with workers’ representatives to start a meaningful dialogue towards the establishment of a Global Framework Agreement.“ Jyrki Raina

22 unFair Play! SPONSORING

THE SILENCE OF THE SPONSORS

At the end of September 2013 a ­industry-financed top-level sports up with action even when the ­report in the British newspaper is the fact that the officialsponsors, ­ ­issue is ­life-threatening working The Guardian shocked the world.­ who ­otherwise ­never miss an ­conditions. Yet at present it seems From 4 June to 8 August 2013 ­opportunity to emphasise their that neither Hyundai nor the other ­alone, a total of 44 Nepalese guest social ­responsibility, are keeping major sponsors are ­willing to act. workers died of heart failure and in such a low profile”, complained ­accidents at work at ­construction André Bühler on 15 ­October Trade unionists issued warnings sites for the 2022 FIFA World Cup 2013 in the German internet months earlier in Qatar. ­magazine Focus-Online. Bühler teaches marketing­ at Nürtingen-­ Whereas the companies ­involved The reports were alarming: some Geislingen University and heads keep eloquently silent, ­trade of the labourers had to work on the German Institute for Sports ­unionists had sounded a warning­ at the ­construction ­sites for more Marketing (DISM). an early stage. At the end of March than twelve hours at temperatures­ 2013 Sharan Burrow, General­ of over 50 ­degrees. They were Hyundai: Secretary of the ­Inter­national ­Trade ­denied sufficient ­drink­ing water. Official World Cup partner Union Confederation (ITUC), was Many of them lived in slums and already ­urgently drawing ­attention in ­appallingly ­squalid ­conditions. Bühler’s harsh criticism is directed­ to the working conditions­ in Qatar: The foreign ­workers generally­ at world-famous corporations “Qatar is a ­slave state. To build the had no way of ­escaping these such as Adidas, Sony, Coca Cola ­infrastructure, more workers are ­conditions. Often their ­pass­ports and Visa – and Hyundai/Kia. Just ­likely to die than the 736 footballers­ were confiscated­ when they ­arrived recently the company renewed its who are playing at the World Cup.” in the country,­ and to obtain an sponsoring contract with FIFA, ITUC’s ­Communications ­Director exit visa they ­needed a stamp from and is the “Official Auto­motive Tim Noonan announced that an their employer.­ In addition, their Partner” of the World Cups in international campaign would be salaries were ­frequently retained 2014, 2018 und 2022. initiated. “This is about life and for months on end. In October death for many people”, he said. If 2013 members of a delegation from The company’s German ­web­site people had listened­ to them, those the Building and Wood ­Workers‘ ­states that “social ­commitment 44 workers and many others would ­International (BWI) reported a is naturally very important to us probably still be alive. “climate of fear”. as a responsible company”. And Hyundai’s brand ­ambassador Not only the world-wide ­outrage Sponsors come in for criticism ­Jürgen ­Klinsmann, ex-coach of over the scandalous working the ­German ­national ­football ­conditions on the ­construction ­sites While FIFA, the International­ team, stated:­ “This is aboutin Qatar, but also the precarious­ Olympic Committee and ­communicating values. And human rights situation in Russia other sporting associations are that’s an area where­ we have a lot and the massive social­ protests in now attempting reputational in ­common.” This kind of ­social advance of the FIFA World Cup ­damage control, and tentatively ­marketing is of little help to ­people in Brazil this year demonstrate ­reminding the regime in ­Qatar on Qatar’s ­construction sites, that sport and politics cannot be and the construction­ ­companies ­whose manual labour is ­making ­separated, ­especially at prestige to improve­ the situation, so far an ­(advertising) event such as events with budgets ­running into no public ­criticism has been the FIFA World Cup possible­ billions. For the sponsors that can ­heard from the sponsors of the in the firstplace, ­ as long as the only mean finally showing their World Cup. “The real scandal in cheap messages are not ­backed true ­colours.

unFair Play! 23 CAMPAIGN RE-RUN THE VOTE: NO WORLD CUP WITHOUT LABOUR RIGHTS The International Trade Union Confederation wants its campaign entitled “Re-run the vote: No World Cup ­Without Labour Rights” to ensure “that workers’ rights in Qatar remain on FIFA’s agenda”. It is therefore calling­ on trade unionists and football supporters around the globe to take action. “With your help and that of ­millions of football fans all over the world, the ITUC is calling on FIFA to re-run the vote and apply the ­highest ethical standards when awarding the FIFA World Cup 2022. This is the only way that FIFA can recover its tarnished reputation and the confidence of the fans all over the world, and ensure that the workers ­– and their rights – are treated with dignity and respect”, stresses Sharan Burrow, General Secretary of the ITUC.

Further information and campaign materials are available on the website: www.rerunthevote.org. GLOBAL FRAMEWORK AGREEMENTS (GFAs) THE IMPORTANCE OF FRAMEWORK AGREEMENTS

How do you protect workers’ This is why IndustriALL ­Global environment. ­Furthermore, ­there rights when the legislation is Union is dedicated to ­pursuing is an agreement that suppliers­ inadequate?­ GFAs in all transnational must be persuaded to comply and, ­companies where our affiliates ­finally, the GFA includes trade How can you ensure respect for have members. unions in the implementation. the ILO’s Core Labour Standards in all facilities of a transnational A global instrument Basic GFA content company? A Global Framework Agreement is The essential contents of GFAs are: And how do you protect the negotiated between a ­transnational interests of workers in places company and the trade unions of The ILO Core Labour Standards where trade unions are weak or its workforce at the global level. (freedom of association and non-existent? It is a global instrument with the ­collective bargaining, ­elimination purpose of ensuring fundamental of forced and child labour, Global Framework Agreements workers’ rights in all of the target ­non-­discrimination), ­preferably are a tool widely used by global company’s locations. Thus, GFAs referenced by ILO convention union federations to lay down the are negotiated on a global level but numbers, or, as a minimum, a rules of conduct for transnational implemented locally. ­general statement that the labour ­companies. Since these ­Framework standards referred to in the GFA Agreements are ­negotiated on Generally, a GFA recognises the are based on the relevant ILO a global level and require the ILO Core Labour Standards. In ­conventions. ­participation of trade unions, addition, the company should also they are an ideal ­instrument for agree to offer decent wages and Some engagement on the part of dealing with the issues raised by working conditions as well as to the target company to ­pressure ­globalisation. provide a safe and hygienic ­working its suppliers­ to implement the

unFair Play! 25 GLOBAL FRAMEWORK AGREEMENTS (GFAs)

­principles in the GFA. For example,­ ­management, and frequently­ of For transnationals, GFAs can ­suppliers should be “expected to questionable value for labour. Most ­secure good relations with trade­ implement the principles to ­ensure of these “codes” are ­instruments unions and contribute to a ­positive a continuing business relationship.” for PR or ­marketing purposes. public image. More and more An agreement on ­implementation, ­companies increasingly see the which includes unions and existing­ Mutually beneficial need to respond to the growing bodies of world-wide worker­ ethical concerns of consumers and ­representation (e.g. world councils, Transnational business ­operations investors. world works councils). and a global economy raise ­issues that go beyond the reach of ­national For trade unions, GFAs are a way to Codes of Conduct versus GFAs legislation. Through GFAs, the promote workers’­ rights ­globally. ILO’s Core Labour Standards­ can The ­arrangement ­guarantees The global union federations have be guaranteed in all facilities of ­influence and thepossibility ­ of a all abandoned the expression­ a transnational ­company, which dialogue that is mutually­ ­beneficial. “Code of Conduct” in favour of is especially ­helpful in transition­ ­Unlike unilateral­ codes of conduct, ­“Global ­Framework ­Agreement”. and developing­ countries, GFAs emphasise implementation – Thereason ­ is that the former­ ­where legislation­ is sometimes which paves the way for ­concrete ­expression is ­often used for ­insufficient, poorly enforced or improvements. There are now ­unilateral ­initiatives by the ­anti-worker. about 100 GFAs world-wide.

GLOBAL FRAMEWORK AGREEMENTS (GFAs) IN THE AUTOMOTIVE INDUSTRY

Company Country Sector Year Freudenberg Group Germany Supplier 2000 Volkswagen Germany Automotive industry 2002

Daimler Germany Automotive industry 2002

General Motors Europe USA Automotive industry 2002

Leoni Germany Supplier 2003

Ford Europe USA Automotive industry 2003

Rheinmetall Germany Supplier 2003

Bosch Germany Supplier 2004

Renault France Automotive industry 2004

BMW Germany Automotive industry 2005

Röchling Germany Supplier 2005

PSA Peugeot Citroën France Automotive industry 2006

MAN Germany Automotive industry 2012

ZF Friedrichshafen Germany Supplier 2012

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LEGAL FRAMEWORK CONDITIONS AND INTERNATIONAL AGREEMENTS

Workers’ rights are not goodwill of the employer, but for many decades they have been an integral component of German and international law. They guarantee minimum standards at work and for the democratic representation of workers’ ­interests. Infringements of workers’ rights are accordingly not minor offences, but are clear infringements of ­fundamental principles of a social democracy. Key excerpts from the basic agreements and laws at international and German national level are given below.

UNIVERSAL DECLARATION OF HUMAN RIGHTS (UN, 1948) United Nations Article 23 1. Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment.

2. Everyone, without any discrimination, has the right to equal pay for equal work. www.un.org 3. Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.

4. Everyone has the right to form and to join trade unions for the protection of his interests.

INTERNATIONAL COVENANT ON ECONOMIC, SOCIAL AND The International ­Co­­venant on ­Economic, CULTURAL RIGHTS (UN, 1966) Social and Cultural Article 8 Rights ­(ICESCR) is a multilateral ­treaty (1) The States Parties to the present Covenant undertake to ensure: ­adopted by the ­United Nations ­General a) The right of everyone to form trade unions and join the trade union of his choice, ­Assembly on subject only to the rules of the organization concerned, for the promotion and ­16 ­December 1966. ­protection of his economic and social interests. No restrictions may be placed on the exercise of this right other than those prescribed by law and which are necessary in It commits its parties to work toward the granting­ a ­democratic society in the interests of national security or public order or for the of economic, social, ­protection of the rights and freedoms of others; and cultural rights to ­individuals, including b) The right of trade unions to establish national federations or confederations and the ­labour rights and the right of the latter to form or join international trade-union organizations; right to health, the right to education, and the c) The right of trade unions to function freely subject to no limitations other than those right to an adequate prescribed by law and which are necessary in a democratic society in the interests of standard of living. As ­national security or public order or for the protection of the rights and freedoms of of 2013, the Covenant others; had 160 parties. A further ­seven countries, ­including the United d) The right to strike, provided that it is exercised in conformity with the laws of the ­States of America, particular country. had signed but not yet ­ratified the Covenant.

unFair Play! 27 DOCUMENTS

International Labour ILO CORE LABOUR STANDARDS: FREEDOM OF ASSOCIATION AND Organisation (ILO) PROTECTION OF THE RIGHT TO ORGANISE CONVENTION (IAO, 1948) Part I. Freedom of association Article 1 Each Member of the International Labour Organisation for which this Convention is in force undertakes to give effect to the following provisions.

www.ilo.org Article 2 The International Labour Workers and employers, without distinction whatsoever, shall have the right to establish Organization (ILO) is a and, subject only to the rules of the organisation concerned, to join organisations of United Nations ­agency their own choosing without previous authorisation. dealing with labour ­issues, ­particularly ­international ­labour ­standards and Part II. Protection of the right to organise decent work for all. 185 of Article 11 the 193 UN member states are members of the ILO. Each Member of the International Labour Organisation for which this Convention is in force undertakes to take all necessary and appropriate measures to ensure that workers In 1969, the organization­ and employers may exercise freely the right to organise. received the Nobel ­Peace Prize for ­improving peace among classes, ­pursuing ILO DECLARATION ON FUNDAMENTAL PRINCIPLES AND ­justice for workers, RIGHTS AT WORK (IAO, 1998) and ­providing technical ­assistance to developing THE INTERNATIONAL LABOUR CONFERENCE ... nations. 2. Declares that all Members, even if they have not ratified the Conventions inquestion, ­ Unlike other UN have an obligation arising from the very fact of membership in the ­Organization ­specialized agencies, to ­respect, to promote and to realize, in good faith and in accordance with the the ILO has a tripartite ­Constitution, the principles concerning the fundamental rights which are the subject of governing structure – those Conventions, namely: ­representing ­governments, employers and workers. a) freedom of association and the effective recognition of the right to collective The rationale behind ­bargaining; the tripartite structure is ­creation of free and b) the elimination of all forms of forced or compulsory labour; open debate among ­governments and social c) the effective abolition of child labour; and partners. d) the elimination of discrimination in respect of employment and occupation.

Federal Republic BASIC LAW OF THE FEDERAL REPUBLIC OF GERMANY of Germany (GERMANY, 1949) Article 9 (1) All Germans shall have the right to form corporations and other associations. (...) (3) The right to form associations to safeguard and improve working and ­economic ­conditions shall be guaranteed to every individual and to every occupation or www.bundestag.de ­profession. Agreements that restrict or seek to impair this right shall be null and void; measures directed to this end shall be unlawful. Measures taken pursuant to Article 12a, to paragraphs (2) and (3) of Article 35, to paragraph (4) of Article 87a, or to Article 91 may not be directed against industrial disputes engaged in by associations within the meaning of the first sentence of this paragraph in order to safeguard and improve ­working and economic conditions.

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WORKS CONSTITUTION ACT (GERMANY, 1952) Federal Republic of Germany Section 2 Status of trade unions and employers’ associations

(1) The employer and the works council shall work together in a spirit of mutual trust having regard to the applicable collective agreements and in co-operation with the trade unions and employers’ associations represented in the establishment for the good of the employees and of the establishment.

www.gesetze-im-internet.de (2) In order to permit the trade unions represented in the establishment to exercise the powers and duties established by this Act, their agents shall, after notification of the employer or his representative, be granted access to the establishment, in so far as this does not run counter to essential operational requirements, mandatory safety rules or the protection of trade secrets.

GLOBAL COMPACT (UN, 1999) United Nations

In 2008 Hyundai joined the UN Global Compact. The initiative was launched by UN General Secretary Kofi Annan in 1999 to encourage businesses to assume responsibility on a voluntary basis.

The ten principles www.unglobalcompact.org The UN Global Compact’s ten principles in the areas of human rights, labour, the ­environment and anti-corruption enjoy universal consensus and are derived from: The United Nations ­Global Compact is The Universal Declaration of Human Rights, a United Nations ­initiative to encourage The International Labour Organization‘s Declaration on Fundamental Principles and ­businesses worldwide Rights at Work, to adopt sustainable and socially responsible policies, and to report on The Rio Declaration on Environment and Development, their implementation.

The United Nations Convention Against Corruption. The Global Com­ pact is a principle-­ The UN Global Compact asks companies to embrace, support and enact, within their based ­framework for sphere of influence, a set of core values in the areas of human rights, labour standards, ­businesses, stating ten the environment and anti-corruption: principles in the areas of human rights, labour, Principle 1: Businesses should support and respect the protection of internationally the environment and proclaimed human rights; and anti-corruption. Under the Compact, Principle 2: make sure that they are not complicit in human rights abuses. companies are brought together with UN Principle 3: Businesses should uphold the freedom of association and the effective ­agencies, labour groups ­recognition of the right to collective bargaining. (...) and civil society.

Principle 6: Businesses should uphold] the elimination of discrimination in respect of employment and occupation. (...)

Principle 10: Businesses should work against corruption in all its forms, including ­extortion and bribery.

unFair Play! 29 DOCUMENTS

Organisation OECD GUIDELINES FOR MULTINATIONAL ENTERPRISES (2000/2011) for Economic Co-operation and II. General Policies Development Enterprises should take fully into account established policies in the countries in which they operate, and consider the views of other stakeholders. In this regard:

A. Enterprises should:

2. Respect the internationally recognised human rights of those affected by their activities. (...) www.oecd.org 8. Promote awareness of and compliance by workers employed by multinational The Organisati­ enterprises with respect to company policies through appropriate dissemination on for Economic of these policies, including through training programmes. ­Co-operation and Development (OECD) (French: ­Organisation 9. Refrain from discriminatory or disciplinary action against workers who make de coopération­ et bona fide reports to management or, as appropriate, to the competent public de développement authorities, on practices that contravene the law, the Guidelines or the enterprise’s ­économiques, OCDE) policies. (...) is an international ­economic organisation of 34 countries founded V. Employment and Industrial Relations in 1961 to stimulate economic progress and Enterprises should, within the framework of applicable law, regulations world trade. and ­prevailing labour relations and employment practices and applicable ­international labour standards: It is a forum of countries­ committed to democracy­ and the market 1. ­economy, providing a a) Respect the right of workers employed by the multinational enterprise to platform to compare ­establish or join trade unions and representative organisations of their own policy experiences, seek ­choosing. answers to ­common problems, identify good practices and b) Respect the right of workers employed by the multinational enterprise to have ­co-ordinate domestic trade unions and representative organisations of their own choosing recognised and international policies for the purpose of collective bargaining, and engage in constructive negotiations, of its members. either individually or through employers‘ associations, with such representatives with a view to reaching agreements on terms and conditions of employment. (...) The OECD ­originated in 1948 as the ­Organisation for 2. ­European ­Economic a) Provide such facilities to workers’ representatives as may be necessary to assist Co-operation led in the development of effective collective agreements. by ­Robert Marjolin of ­France, to help ­administer the Marshall b) Provide information to workers’ representatives which is needed for Plan. ­meaningful negotiations on conditions of employment.

c) Provide information to workers and their representatives which enables them to obtain a true and fair view of the performance of the entity or, where ­appropriate, the enterprise as a whole.

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OECD GUIDELINES FOR MULTINATIONAL ENTERPRISES (2000/2011) Organisation for Economic Continued from page 30 Co-operation and Development 3. Promote consultation and co-operation between employers and workers and their representatives on matters of mutual concern. 4. a) Observe standards of employment and industrial relations not less favourable than those observed by comparable employers in the host country. b) When multinational enterprises operate in developing countries, where ­comparable employers may not exist, provide the best possible wages, benefits and conditions of work, within the framework of government policies. These www.oecd.org should be related to the economic position of the enterprise, but should be at The OECD defines itself least adequate to satisfy the basic needs of the workers and their families. as a forum of countries committed to democracy­ c) Take adequate steps to ensure occupational health and safety in their and the ­market ­operations. (...) ­economy, ­providing a setting to compare 8. Enable authorised representatives of the workers in their employment to policy ­experiences, seek negotiate on collective bargaining or labour-management relations issues and answers to ­common problems, identify allow the parties to consult on matters of mutual concern with representatives of good practices, and management who are authorised to take decisions on these matters. ­co-ordinate ­domestic and international ­policies. OECD MEMBER STATES The OECD promotes policies designed:

to achieve the ­highest sustainable ­economic growth and ­employment and a rising standard of living in ­Member ­countries, while ­maintaining ­financial stability, and thus to contribute to the ­development of the ­world economy;

to contribute to sound economic expansion in Member as well as FOUNDING MEMBERS (1961) nonmember countries in the process of economic Austria, Belgium, Canada, Denmark, France, Germany, Greece, Iceland, Ireland, Italy, development; and Luxembourg, The Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, Turkey, United Kingdom, United States. to contribute to the expansion of world FURTHER MEMBERS trade on a ­multilateral, Australia (1971), Chile (2010), Czech Republic (1995), Estonia (2010), Finland (1969), nondiscriminatory basis in accordance with Hungary (1996), Israel (2010), Japan (1964), South Korea (1996), Mexico (1994), New ­international obligations. Zealand (1973), Poland (1996), Slovakia (2000), Slovenia (2010).

unFair Play! 31 CONTACTS

INDUSTRIALL GLOBAL UNION METALWORKERS’ FEDERATION IN THE CZECH REPUBLIC – OS KOVO 54 bis, Route des Acacias, Case Postale 1516 (Czech Republic) 1227 Geneva, Switzerland Phone: +41 22 308 5050 Nám.W.Churchilla 2 E-mail: [email protected] 113 59 Prague 3 Phone: +420 222 540 307 Automotive and Rubber Fax: +420 222 540 278 Helmut Lense (Director) E-mail: [email protected] Phone: +41 22 308 5027 Website: www.oskovo.cz E-mail: [email protected] INDUSTRIALL CIS OFFICE Press Contact (Russia) Petra Brännmark Director of Communications Str. 2, d 13, Grokholsky per., Room 203. Phone: +41 22 308 5057 12090 Moscow Russia E-mail: [email protected] Phone: +7 495 974 6111 E-mail: [email protected] IG METALL Vadim Borisov, Natalia Afonina, Ilya Matveev (Germany) CONFEDERAÇÃO NACIONAL DOS IG Metall Headquarters METALÚRGICOS - CNM-CUT Wilhelm-Leuschner-Straße 79 (Brasil) 60329 Frankfurt am Main, Germany FB International/Europe Department Av. Antártico, 480, Horst Mund (Head of International/Europe Department), Jardim do Mar 09726-150 Marlene Roth São Bernardo do Campo Phone: +49 69 6693 2400 SÃO PAULO Fax: +49 69 6693 2028 Phone: +55 11 4122 7700 E-mail: [email protected] Fax: +55 11 5584 8440 E-mail: [email protected] IG METALL DARMSTADT AND MAINZ-WORMS Website: www.cnmcut.org.br Rheinstraße 50, 64283 Darmstadt, Germany Martin Sperber-Tertsunen BIRLESIK METAL-IS Phone: +49 6151 3667 27 (Turkey) E-mail: [email protected] Tünel Yolu Cad No. 2 81110 Bostanci KOREAN METAL WORKERS’ UNION – KMWU ISTANBUL (South Korea) Phone: +90 216 380 8590 5–6th Floor, Annex to Fax: +90 216 373 6502 Kyunghyang Shinmun-sa Bldg., E-mail: [email protected] 22-2 Jeong-dong, Jung-ku, SEOUL 150-982 Website: www.birlesikmetal.org

Phone: +82 22670 9527 INTERNATIONAL UNION, UNITED AUTOMOBILE, Fax: +82 2714 0662 AEROSPACE & AGRICULTURAL IMPLEMENT E-mail: [email protected] WORKERS OF AMERICA – UAW Website: www.kmw.or.kr (USA)

INDUSTRIALL SOUTH ASIA OFFICE International Affairs Department (India) 1757 N. Street, N.W. WASHINGTON, D.C. 20036 No. 5-E, Rani Jhansi Roa, New Delhi, 100 055 India Phone: +1 202 828 8500 Phone: +91 11 4156 2566 Phone: +1 202 828 8550 (Kristyne Peter) E-mail: [email protected] Fax: +1 202 223 6913 Sudhershan Rao, M. Balasubramaniyan (Balu), Kuldeep Singh Dhanai, E-mail: [email protected] Arvind Kumar Pandey, Sanjay Kumar Pandey Website: www.uaw.org