UNI Global Union has set itself the ambitious target of UNI Global Union has set itself the ambitious target of UNI Global Union has set itself the ambitious target of reaching fifty global agreements by the time of the next UNI reaching fifty global agreements by the time of the next UNI reaching fifty global agreements by the time of the next UNI World Congress, in Nagasaki in November 2010. World Congress, in Nagasaki in November 2010. World Congress, in Nagasaki in November 2010.

At the World Congress in 2005 in Chicago, UNI transformed At the World Congress in 2005 in Chicago, UNI transformed At the World Congress in 2005 in Chicago, UNI transformed itself into UNI Global Union, with one of its aims being to itself into UNI Global Union, with one of its aims being to itself into UNI Global Union, with one of its aims being to ensure a strong trade union presence in the global compa- ensure a strong trade union presence in the global compa- ensure a strong trade union presence in the global compa- nies that so dominate UNI sectors of activity. nies that so dominate UNI sectors of activity. nies that so dominate UNI sectors of activity.

The UNI Sector Global Unions have union building and ne- The UNI Sector Global Unions have union building and ne- The UNI Sector Global Unions have union building and ne- gotiating global framework agreements with multinationals gotiating global framework agreements with multinationals gotiating global framework agreements with multinationals on their agendas. on their agendas. on their agendas.

UNI Global Union believes that the route to responsible UNI Global Union believes that the route to responsible UNI Global Union believes that the route to responsible business lies in global framework agreements. Too often business lies in global framework agreements. Too often business lies in global framework agreements. Too often companies produce their own codes on their own terms, companies produce their own codes on their own terms, companies produce their own codes on their own terms, with little or no monitoring or follow up. with little or no monitoring or follow up. with little or no monitoring or follow up.

There are a plethora of voluntary codes, which have no There are a plethora of voluntary codes, which have no There are a plethora of voluntary codes, which have no practical impact. practical impact. practical impact.

UNI’s work on CSR has featured in our action plans since UNI’s work on CSR has featured in our action plans since UNI’s work on CSR has featured in our action plans since our creation in 2000. This report updates an earlier report our creation in 2000. This report updates an earlier report our creation in 2000. This report updates an earlier report on the same theme. It is a best practice guide when dealing on the same theme. It is a best practice guide when dealing on the same theme. It is a best practice guide when dealing with CSR issues with companies. with CSR issues with companies. with CSR issues with companies.

Unions have continued to ask for this document to be made Unions have continued to ask for this document to be made Unions have continued to ask for this document to be made available to them and of course much experience has been available to them and of course much experience has been available to them and of course much experience has been gained since the original document was published. gained since the original document was published. gained since the original document was published.

UNI Global Union has signed many more global framework UNI Global Union has signed many more global framework UNI Global Union has signed many more global framework agreements. There has been a review of the OECD Multina- agreements. There has been a review of the OECD Multina- agreements. There has been a review of the OECD Multina- tional Guidelines and changes to instruments such as the tional Guidelines and changes to instruments such as the tional Guidelines and changes to instruments such as the Global Reporting Initiative with some new “tools” added to Global Reporting Initiative with some new “tools” added to Global Reporting Initiative with some new “tools” added to the trade unionists toolbox for dealing with multinationals. the trade unionists toolbox for dealing with multinationals. the trade unionists toolbox for dealing with multinationals.

1 1 1 Much of this review work has been carried out by Ivonne Much of this review work has been carried out by Ivonne Much of this review work has been carried out by Ivonne Jackelen at UNI-Europa and Neil Anderson at UNI. Jackelen at UNI-Europa and Neil Anderson at UNI. Jackelen at UNI-Europa and Neil Anderson at UNI.

I am sure that all affiliates will find this UNI Guide a valuable I am sure that all affiliates will find this UNI Guide a valuable I am sure that all affiliates will find this UNI Guide a valuable resource in their dealings with multinational corporations resource in their dealings with multinational corporations resource in their dealings with multinational corporations and the globalisation process. and the globalisation process. and the globalisation process.

Philip Jennings Bernadette Ségol Philip Jennings Bernadette Ségol Philip Jennings Bernadette Ségol UNI Global Union UNI-Europa UNI Global Union UNI-Europa UNI Global Union UNI-Europa General Secretary Regional Secretary General Secretary Regional Secretary General Secretary Regional Secretary

Nyon, August 2008 Brussels, August 2008 Nyon, August 2008 Brussels, August 2008 Nyon, August 2008 Brussels, August 2008

2 2 2 Part I Part I Part I

Introduction...... 5 Introduction ...... 5 Introduction...... 5

Main International Codes and Guidelines...... 7 Main International Codes and Guidelines ...... 7 Main International Codes and Guidelines...... 7

OECD Codes...... 11 OECD Codes...... 11 OECD Codes...... 11 a. OECD Guidelines for Multinational Enterprises ...... 13 a. OECD Guidelines for Multinational Enterprises...... 13 a. OECD Guidelines for Multinational Enterprises ...... 13 b. OECD Principles of Corporate Governance...... 21 b. OECD Principles of Corporate Governance ...... 21 b. OECD Principles of Corporate Governance ...... 21

ILO Codes...... 25 ILO Codes...... 25 ILO Codes...... 25 a. ILO Tripartite Declaration on Multinationals ...... 27 a. ILO Tripartite Declaration on Multinationals ...... 27 a. ILO Tripartite Declaration on Multinationals...... 27 b. ILO Declaration on Fundamental Principles b. ILO Declaration on Fundamental Principles b. ILO Declaration on Fundamental Principles and Rights at Work...... 35 and Rights at Work ...... 35 and Rights at Work ...... 35

Global Compact...... 39 Global Compact ...... 39 Global Compact ...... 39

Principles for Responsible Investment ...... 45 Principles for Responsible Investment...... 45 Principles for Responsible Investment ...... 45

Union rights for World Bank and IFC Loans...... 49 Union rights for World Bank and IFC Loans ...... 49 Union rights for World Bank and IFC Loans...... 49

Global Reporting Initiative...... 51 Global Reporting Initiative...... 51 Global Reporting Initiative ...... 51

Social Accountability 8000 (SA8000) ...... 55 Social Accountability 8000 (SA8000)...... 55 Social Accountability 8000 (SA8000) ...... 55

Global Sullivan Principles...... 59 Global Sullivan Principles ...... 59 Global Sullivan Principles...... 59

EU Charter of Fundamental Rights ...... 61 EU Charter of Fundamental Rights...... 61 EU Charter of Fundamental Rights ...... 61

Corporate Social Responsibility Reports...... 65 Corporate Social Responsibility Reports ...... 65 Corporate Social Responsibility Reports...... 65

Global Agreements...... 69 Global Agreements ...... 69 Global Agreements ...... 69

Part II Part II Part II Conclusions ...... 75 Conclusions...... 75 Conclusions ...... 75

Part III Part III Part III Appendices...... 77 Appendices ...... 77 Appendices...... 77

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The anti globalisation pressure is one result of the cam- The anti globalisation pressure is one result of the cam- The anti globalisation pressure is one result of the cam- paigns and many years of effort that has been exerted by paigns and many years of effort that has been exerted by paigns and many years of effort that has been exerted by UNI and the workers from affiliated unions in trying to UNI and the workers from affiliated unions in trying to UNI and the workers from affiliated unions in trying to influence the behaviour of the companies for which they influence the behaviour of the companies for which they influence the behaviour of the companies for which they work. On the one hand, there is the very clear financial work. On the one hand, there is the very clear financial work. On the one hand, there is the very clear financial pressure coming from the stock market, the banks and pressure coming from the stock market, the banks and pressure coming from the stock market, the banks and those who provide the capital. On the other hand, there are those who provide the capital. On the other hand, there are those who provide the capital. On the other hand, there are pressures on companies not to act solely in line with their pressures on companies not to act solely in line with their pressures on companies not to act solely in line with their short-term financial interests. Part of this pressure comes short-term financial interests. Part of this pressure comes short-term financial interests. Part of this pressure comes from unions, organised at national, regional and global from unions, organised at national, regional and global from unions, organised at national, regional and global level. But companies are also influenced by governments, level. But companies are also influenced by governments, level. But companies are also influenced by governments, non-governmental organisations, particularly campaigning non-governmental organisations, particularly campaigning non-governmental organisations, particularly campaigning groups, like Greenpeace and Amnesty International, and groups, like Greenpeace and Amnesty International, and groups, like Greenpeace and Amnesty International, and public opinion itself. public opinion itself. public opinion itself.

There is substantial evidence that recently this pressure is There is substantial evidence that recently this pressure is There is substantial evidence that recently this pressure is growing, that more and more people are unwilling to see the growing, that more and more people are unwilling to see the growing, that more and more people are unwilling to see the financial interests of individual companies winning out over financial interests of individual companies winning out over financial interests of individual companies winning out over the wider interests of society. The strengthening of the the wider interests of society. The strengthening of the the wider interests of society. The strengthening of the World Social Forum and its European counterpart is one World Social Forum and its European counterpart is one World Social Forum and its European counterpart is one indication of this interest to strengthen the social dimension indication of this interest to strengthen the social dimension indication of this interest to strengthen the social dimension of globalisation. Another is provided by the consumer of globalisation. Another is provided by the consumer of globalisation. Another is provided by the consumer boycotts that have followed revelations of the human rights, boycotts that have followed revelations of the human rights, boycotts that have followed revelations of the human rights, employment and environmental practices of some of the employment and environmental practices of some of the employment and environmental practices of some of the world’s biggest brands. Further UNI’s campaign to bring world’s biggest brands. Further UNI’s campaign to bring world’s biggest brands. Further UNI’s campaign to bring transparency to the dealings of the private equity funds has transparency to the dealings of the private equity funds has transparency to the dealings of the private equity funds has found fertile ground with the news media and pressure found fertile ground with the news media and pressure found fertile ground with the news media and pressure groups wishing to see greater transparency in the dealings groups wishing to see greater transparency in the dealings groups wishing to see greater transparency in the dealings of these often faceless corporations and their investors. of these often faceless corporations and their investors. of these often faceless corporations and their investors.

As a result there is renewed interest in guidelines and As a result there is renewed interest in guidelines and As a result there is renewed interest in guidelines and codes of practice that seek to regulate the activities of indi- codes of practice that seek to regulate the activities of indi- codes of practice that seek to regulate the activities of indi- vidual companies. Codes of practice of this sort are not vidual companies. Codes of practice of this sort are not vidual companies. Codes of practice of this sort are not new. They stretch back at least as far as the period around new. They stretch back at least as far as the period around new. They stretch back at least as far as the period around the Second World War. There was a further increase in the Second World War. There was a further increase in the Second World War. There was a further increase in interest in the late 1960s and 1970s, when many felt multi- interest in the late 1960s and 1970s, when many felt multi- interest in the late 1960s and 1970s, when many felt multi- nationals needed to be controlled – a view reinforced by the nationals needed to be controlled – a view reinforced by the nationals needed to be controlled – a view reinforced by the role of US multinational company ITT in the anti-democratic role of US multinational company ITT in the anti-democratic role of US multinational company ITT in the anti-democratic

5 5 5 coup in Chile in 1973. And since then the emergence of the coup in Chile in 1973. And since then the emergence of the coup in Chile in 1973. And since then the emergence of the private equity funds with their tendency to take over and de- private equity funds with their tendency to take over and de- private equity funds with their tendency to take over and de- list companies so that their already murky dealings are even list companies so that their already murky dealings are even list companies so that their already murky dealings are even less available for public scrutiny, has lead to a renewed less available for public scrutiny, has lead to a renewed less available for public scrutiny, has lead to a renewed interest in how unions, consumers and interested groups interest in how unions, consumers and interested groups interest in how unions, consumers and interested groups can hold multinational companies to account for their can hold multinational companies to account for their can hold multinational companies to account for their actions especially in respect of their social responsibilities. actions especially in respect of their social responsibilities. actions especially in respect of their social responsibilities. The second half 1990s saw a renewal of interest in the The second half 1990s saw a renewal of interest in the The second half 1990s saw a renewal of interest in the possibilities provided by codes of conduct. Consequently, a possibilities provided by codes of conduct. Consequently, a possibilities provided by codes of conduct. Consequently, a large range of different codes and guidelines, some adopted large range of different codes and guidelines, some adopted large range of different codes and guidelines, some adopted by individual companies, some taken up by trade by individual companies, some taken up by trade by individual companies, some taken up by trade associations or industrial sectors, and some with a much associations or industrial sectors, and some with a much associations or industrial sectors, and some with a much wider level of support has been produced. wider level of support has been produced. wider level of support has been produced.

This document looks at the most important current instru- This document looks at the most important current instru- This document looks at the most important current instru- ments, that is: guidelines, principles, declarations and codes ments, that is: guidelines, principles, declarations and codes ments, that is: guidelines, principles, declarations and codes of practice relevant to the operations of multinational of practice relevant to the operations of multinational of practice relevant to the operations of multinational companies. It also looks at the actions UNI has taken to companies. It also looks at the actions UNI has taken to companies. It also looks at the actions UNI has taken to find better ways for unions to hold these global corporations find better ways for unions to hold these global corporations find better ways for unions to hold these global corporations and companies to account, such as UNI Global Union and companies to account, such as UNI Global Union and companies to account, such as UNI Global Union Alliances and their work in developing, implementing and Alliances and their work in developing, implementing and Alliances and their work in developing, implementing and monitoring Global Framework Agreements. Also the work monitoring Global Framework Agreements. Also the work monitoring Global Framework Agreements. Also the work UNI is doing with other Global Union Federations in sup- UNI is doing with other Global Union Federations in sup- UNI is doing with other Global Union Federations in sup- porting their activities and determining the best tool in the porting their activities and determining the best tool in the porting their activities and determining the best tool in the “Responsible Business Toolbox” to use to deal with the “Responsible Business Toolbox” to use to deal with the “Responsible Business Toolbox” to use to deal with the particular problem or issue needing to be exposed or particular problem or issue needing to be exposed or particular problem or issue needing to be exposed or resolved. resolved. resolved.

The aim throughout is to concentrate on those issues which The aim throughout is to concentrate on those issues which The aim throughout is to concentrate on those issues which are most relevant to UNI unions and in doing so provide a are most relevant to UNI unions and in doing so provide a are most relevant to UNI unions and in doing so provide a valuable guide to UNI unions on which codes of conduct valuable guide to UNI unions on which codes of conduct valuable guide to UNI unions on which codes of conduct may be appropriate to use in a particular circumstance. may be appropriate to use in a particular circumstance. may be appropriate to use in a particular circumstance.

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Main international Main international Main international codes and guidelines codes and guidelines codes and guidelines

Main international codes and guidelines Main international codes and guidelines Main international codes and guidelines

The following instruments will be introduced: The following instruments will be introduced: The following instruments will be introduced:

1. OECD codes 1. OECD codes 1. OECD codes a. OECD Guidelines for Multinational a. OECD Guidelines for Multinational a. OECD Guidelines for Multinational Enterprises Enterprises Enterprises b. OECD Principles of Corporate b. OECD Principles of Corporate b. OECD Principles of Corporate Governance Governance Governance 2. ILO codes 2. ILO codes 2. ILO codes a. ILO Tripartite Declaration on a. ILO Tripartite Declaration on a. ILO Tripartite Declaration on Multinationals Multinationals Multinationals b. ILO Declaration on Fundamental b. ILO Declaration on Fundamental b. ILO Declaration on Fundamental Principles and Rights at Work Principles and Rights at Work Principles and Rights at Work 3. Global Compact 3. Global Compact 3. Global Compact 4. Principles for Responsible Investment 4. Principles for Responsible Investment 4. Principles for Responsible Investment 5. Union rights for World Bank and IFC loans 5. Union rights for World Bank and IFC loans 5. Union rights for World Bank and IFC loans 6. Global Reporting Initiative 6. Global Reporting Initiative 6. Global Reporting Initiative 7. Social Accountability 8000 (SA8000) 7. Social Accountability 8000 (SA8000) 7. Social Accountability 8000 (SA8000) 8. Global Sullivan Principles 8. Global Sullivan Principles 8. Global Sullivan Principles 9. EU Charter of Fundamental Rights 9. EU Charter of Fundamental Rights 9. EU Charter of Fundamental Rights 10. Corporate Social Responsibility reports 10. Corporate Social Responsibility reports 10. Corporate Social Responsibility reports 11. Global Agreements 11. Global Agreements 11. Global Agreements There are hundreds of codes of conduct and guidelines in There are hundreds of codes of conduct and guidelines in There are hundreds of codes of conduct and guidelines in existence for multinational companies. As well as the existence for multinational companies. As well as the existence for multinational companies. As well as the statements of corporate conduct which many multinationals statements of corporate conduct which many multinationals statements of corporate conduct which many multinationals publish for themselves, there are codes issued by publish for themselves, there are codes issued by publish for themselves, there are codes issued by intergovernmental bodies, by individual governments, by intergovernmental bodies, by individual governments, by intergovernmental bodies, by individual governments, by trade unions, by employers’ associations, and by environ- trade unions, by employers’ associations, and by environ- trade unions, by employers’ associations, and by environ- mental, consumer, human rights’ and many other organi- mental, consumer, human rights’ and many other organi- mental, consumer, human rights’ and many other organi- sations. The codes and guidelines cover a range of differ- sations. The codes and guidelines cover a range of differ- sations. The codes and guidelines cover a range of differ- ent areas including, labour standards, environmental stan- ent areas including, labour standards, environmental stan- ent areas including, labour standards, environmental stan- dards, ethical issues, like forbidding bribery, human rights’ dards, ethical issues, like forbidding bribery, human rights’ dards, ethical issues, like forbidding bribery, human rights’ standards and single issues. Some codes relate to indi- standards and single issues. Some codes relate to indi- standards and single issues. Some codes relate to indi- vidual sectors, others relate to goods manufactured under a vidual sectors, others relate to goods manufactured under a vidual sectors, others relate to goods manufactured under a specific licence, and still others relate only to multinationals specific licence, and still others relate only to multinationals specific licence, and still others relate only to multinationals from a single state. from a single state. from a single state.

It is impossible to deal with all these tools in this reader1. It is impossible to deal with all these tools in this reader1. It is impossible to deal with all these tools in this reader1. Instead it examines those with the widest application and Instead it examines those with the widest application and Instead it examines those with the widest application and greatest credibility. The document concentrates in particular greatest credibility. The document concentrates in particular greatest credibility. The document concentrates in particular on the codes and guidelines that have come from the on the codes and guidelines that have come from the on the codes and guidelines that have come from the Organisation for Economic Cooperation and Organisation for Economic Cooperation and Organisation for Economic Cooperation and Development (OECD) and the International Labour Development (OECD) and the International Labour Development (OECD) and the International Labour Organisation (ILO), the two main intergovernmental bodies Organisation (ILO), the two main intergovernmental bodies Organisation (ILO), the two main intergovernmental bodies which have a role in overseeing the operations of which have a role in overseeing the operations of which have a role in overseeing the operations of multinationals and setting and safeguarding international multinationals and setting and safeguarding international multinationals and setting and safeguarding international labour standards. labour standards. labour standards.

1 For 240 codes of conduct from 209 organisations, see ILO CD-ROM “Codes of Conduct and Multi- 1 For 240 codes of conduct from 209 organisations, see ILO CD-ROM “Codes of Conduct and Multi- 1 For 240 codes of conduct from 209 organisations, see ILO CD-ROM “Codes of Conduct and Multi- national Enterprises”, 2002. national Enterprises”, 2002. national Enterprises”, 2002.

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OECD Guidelines OECD Guidelines OECD Guidelines

The government recommends that companies op- The government recommends that companies op- The government recommends that companies op- erating in or from their territory allow workers to erating in or from their territory allow workers to erating in or from their territory allow workers to form or join a union and to engage in good faith form or join a union and to engage in good faith form or join a union and to engage in good faith collective bargaining with trade unions. collective bargaining with trade unions. collective bargaining with trade unions.

The company is not respecting this? Instead The company is not respecting this? Instead The company is not respecting this? Instead they fire worker representatives, obstruct union they fire worker representatives, obstruct union they fire worker representatives, obstruct union activities or hamper collective bargaining? activities or hamper collective bargaining? activities or hamper collective bargaining?

Then raise the specific instance at your country’s Then raise the specific instance at your country’s Then raise the specific instance at your country’s National Contact Point (see list in Appendix Five) National Contact Point (see list in Appendix Five) National Contact Point (see list in Appendix Five) and they will encourage dialogue and help re- and they will encourage dialogue and help re- and they will encourage dialogue and help re- solve it. solve it. solve it.

Each government is obligated to establish an im- Each government is obligated to establish an im- Each government is obligated to establish an im- plementation mechanism – labelled a National plementation mechanism – labelled a National plementation mechanism – labelled a National Contact Point (“NCP”) - through which it will han- Contact Point (“NCP”) - through which it will han- Contact Point (“NCP”) - through which it will han- dle allegations of breach of the Guidelines. dle allegations of breach of the Guidelines. dle allegations of breach of the Guidelines.

The NCP has the authority to investigate cases, The NCP has the authority to investigate cases, The NCP has the authority to investigate cases, make recommendations to the company concern- make recommendations to the company concern- make recommendations to the company concern- ing the implementation of the Guidelines, and to ing the implementation of the Guidelines, and to ing the implementation of the Guidelines, and to make those recommendations public. make those recommendations public. make those recommendations public.

The results of this process vary widely, depend- The results of this process vary widely, depend- The results of this process vary widely, depend- ing on the NCP involved. ing on the NCP involved. ing on the NCP involved.

In cases alleging breach of the Guidelines, the In cases alleging breach of the Guidelines, the In cases alleging breach of the Guidelines, the complaint must be submitted to the NCP of the complaint must be submitted to the NCP of the complaint must be submitted to the NCP of the home country of the MNE as well as the NCP home country of the MNE as well as the NCP home country of the MNE as well as the NCP (where one exists) of the country in which the al- (where one exists) of the country in which the al- (where one exists) of the country in which the al- leged breach has occurred. If the breach oc- leged breach has occurred. If the breach oc- leged breach has occurred. If the breach oc- curred in a non-OECD country, only the “home curred in a non-OECD country, only the “home curred in a non-OECD country, only the “home country” NCP will handle the case. If there are country” NCP will handle the case. If there are country” NCP will handle the case. If there are two NCPs involved, typically the NCP in the coun- two NCPs involved, typically the NCP in the coun- two NCPs involved, typically the NCP in the coun- try where the breach is alleged to have occurred try where the breach is alleged to have occurred try where the breach is alleged to have occurred will take the primary role in the case. will take the primary role in the case. will take the primary role in the case. OECD codes OECD codes OECD codes

The OECD has produced two codes which are relevant to The OECD has produced two codes which are relevant to The OECD has produced two codes which are relevant to the operations of European Works Councils. These are the the operations of European Works Councils. These are the the operations of European Works Councils. These are the OECD Guidelines for Multinational Enterprises2 and the OECD Guidelines for Multinational Enterprises2 and the OECD Guidelines for Multinational Enterprises2 and the OECD Principles of Corporate Governance3. Both deal OECD Principles of Corporate Governance3. Both deal OECD Principles of Corporate Governance3. Both deal with the way that multinationals should behave, although with the way that multinationals should behave, although with the way that multinationals should behave, although the OECD Guidelines for Multinationals is, according to a the OECD Guidelines for Multinationals is, according to a the OECD Guidelines for Multinationals is, according to a recent OECD working document4, “the most comprehensive recent OECD working document4, “the most comprehensive recent OECD working document4, “the most comprehensive voluntary corporate responsibility instrument addressed by voluntary corporate responsibility instrument addressed by voluntary corporate responsibility instrument addressed by governments”. The Guidelines are also more directly rele- governments”. The Guidelines are also more directly rele- governments”. The Guidelines are also more directly rele- vant to EWCs. vant to EWCs. vant to EWCs.

The two documents are particularly significant because the The two documents are particularly significant because the The two documents are particularly significant because the organisation brings together 30 of the richest and most pow- organisation brings together 30 of the richest and most pow- organisation brings together 30 of the richest and most pow- erful states in the world, producing two-thirds of the worlds erful states in the world, producing two-thirds of the worlds erful states in the world, producing two-thirds of the worlds goods and services. As well as government representa- goods and services. As well as government representa- goods and services. As well as government representa- tives, the OECD also has advisory committees representing tives, the OECD also has advisory committees representing tives, the OECD also has advisory committees representing business and industry on one side and the trade unions on business and industry on one side and the trade unions on business and industry on one side and the trade unions on the other. Both have been heavily involved in the discus- the other. Both have been heavily involved in the discus- the other. Both have been heavily involved in the discus- sions on the Guidelines, including their recent revision and sions on the Guidelines, including their recent revision and sions on the Guidelines, including their recent revision and the Corporate Governance Principles. the Corporate Governance Principles. the Corporate Governance Principles.

2 The OECD guidelines are available at the OECD website: http://www.oecd.org/daf/investment/ 2 The OECD guidelines are available at the OECD website: http://www.oecd.org/daf/investment/ 2 The OECD guidelines are available at the OECD website: http://www.oecd.org/daf/investment/ guidelines. guidelines. guidelines. 3 The Principles are available at: http://www.oecd.org/ 3 The Principles are available at: http://www.oecd.org/ 3 The Principles are available at: http://www.oecd.org/ document/49/0,3343,en_2649_34813_31530865_1_1_1_1,00.html. document/49/0,3343,en_2649_34813_31530865_1_1_1_1,00.html. document/49/0,3343,en_2649_34813_31530865_1_1_1_1,00.html. 4 Working document “The UN Principles for responsible investment and the OECD guidelines for 4 Working document “The UN Principles for responsible investment and the OECD guidelines for 4 Working document “The UN Principles for responsible investment and the OECD guidelines for multinational enterprises: Complementarities and distinctive contributions”, DAF/INV/WD (2007)13, 17 multinational enterprises: Complementarities and distinctive contributions”, DAF/INV/WD (2007)13, 17 multinational enterprises: Complementarities and distinctive contributions”, DAF/INV/WD (2007)13, 17 July 2007. July 2007. July 2007.

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UNI has used the Guidelines in a recent case as part UNI has used the Guidelines in a recent case as part UNI has used the Guidelines in a recent case as part of an ongoing campaign concerning violations of of an ongoing campaign concerning violations of of an ongoing campaign concerning violations of worker rights. In December, 2006 UNI brought a com- worker rights. In December, 2006 UNI brought a com- worker rights. In December, 2006 UNI brought a com- plaint to the UK NCP regarding the conduct of multi- plaint to the UK NCP regarding the conduct of multi- plaint to the UK NCP regarding the conduct of multi- national, British-based security service provider G4S. national, British-based security service provider G4S. national, British-based security service provider G4S. UNI's submission to the NCP argued that G4S too UNI's submission to the NCP argued that G4S too UNI's submission to the NCP argued that G4S too often violates national laws and denies its employees' often violates national laws and denies its employees' often violates national laws and denies its employees' freedom of association, claiming a violation of the freedom of association, claiming a violation of the freedom of association, claiming a violation of the Guidelines on sustainable development (Chapter II, Guidelines on sustainable development (Chapter II, Guidelines on sustainable development (Chapter II, Para. 1) and workers’ right to organise into unions Para. 1) and workers’ right to organise into unions Para. 1) and workers’ right to organise into unions (Chapter IV, Para. 1(a)). The initial complaint con- (Chapter IV, Para. 1(a)). The initial complaint con- (Chapter IV, Para. 1(a)). The initial complaint con- cerned 8 countries, and a second complaint, filed in cerned 8 countries, and a second complaint, filed in cerned 8 countries, and a second complaint, filed in January, 2007, concerned 3 additional countries. January, 2007, concerned 3 additional countries. January, 2007, concerned 3 additional countries.

On January 25, 2007 the office of the UK National On January 25, 2007 the office of the UK National On January 25, 2007 the office of the UK National Contact Point (NCP) , which is responsible to enforce Contact Point (NCP) , which is responsible to enforce Contact Point (NCP) , which is responsible to enforce the OECD Guidelines for Multinationals, posted its first the OECD Guidelines for Multinationals, posted its first the OECD Guidelines for Multinationals, posted its first “assessment” of the case brought by UNI concerning “assessment” of the case brought by UNI concerning “assessment” of the case brought by UNI concerning G4S in December, 2006. The link to the assessment is G4S in December, 2006. The link to the assessment is G4S in December, 2006. The link to the assessment is http://www.csr.gov.uk/ http://www.csr.gov.uk/ http://www.csr.gov.uk/ docs/20080118_UNI_G4S_Final_Initial_Assessment_ docs/20080118_UNI_G4S_Final_Initial_Assessment_ docs/20080118_UNI_G4S_Final_Initial_Assessment_ P1-5.doc The assessment does not cover the second P1-5.doc The assessment does not cover the second P1-5.doc The assessment does not cover the second complaint. complaint. complaint.

The NCP’s office decided to pursue the allegations in The NCP’s office decided to pursue the allegations in The NCP’s office decided to pursue the allegations in connection with 4 countries, Nepal, Congo, connection with 4 countries, Nepal, Congo, connection with 4 countries, Nepal, Congo, Mozambique and Malawi. These allegations include Mozambique and Malawi. These allegations include Mozambique and Malawi. These allegations include non-payment of back pay, overtime, severance pay, non-payment of back pay, overtime, severance pay, non-payment of back pay, overtime, severance pay, holiday bonuses, refusal to allow leave and refusal to holiday bonuses, refusal to allow leave and refusal to holiday bonuses, refusal to allow leave and refusal to schedule union elections. schedule union elections. schedule union elections.

In Israel and the US, the assessment finds that the In Israel and the US, the assessment finds that the In Israel and the US, the assessment finds that the issues have been resolved through legal proceedings. issues have been resolved through legal proceedings. issues have been resolved through legal proceedings. In Uganda, the company has recognised the union. In Uganda, the company has recognised the union. In Uganda, the company has recognised the union. And in Greece, the parties were unable to get enough And in Greece, the parties were unable to get enough And in Greece, the parties were unable to get enough information from the union to proceed. information from the union to proceed. information from the union to proceed.

In an unusual development, - perhaps a first under the In an unusual development, - perhaps a first under the In an unusual development, - perhaps a first under the Guidelines- the NCP recommended that both parties Guidelines- the NCP recommended that both parties Guidelines- the NCP recommended that both parties agree to formal Conciliation and Mediation, and, as agree to formal Conciliation and Mediation, and, as agree to formal Conciliation and Mediation, and, as reflected in the assessment, both parties agreed. The reflected in the assessment, both parties agreed. The reflected in the assessment, both parties agreed. The UK NCP contracted with a professional mediator, and UK NCP contracted with a professional mediator, and UK NCP contracted with a professional mediator, and the Terms of Reference for the process specifiy that if the Terms of Reference for the process specifiy that if the Terms of Reference for the process specifiy that if a conciliated settlement is not possible, the mediator a conciliated settlement is not possible, the mediator a conciliated settlement is not possible, the mediator will make proposals that both parties will be "pre- will make proposals that both parties will be "pre- will make proposals that both parties will be "pre- disposed to receive sympathetically". If this process disposed to receive sympathetically". If this process disposed to receive sympathetically". If this process (ongoing at the time of writing) does not succeed, the (ongoing at the time of writing) does not succeed, the (ongoing at the time of writing) does not succeed, the UK Government has the authority to conduct an UK Government has the authority to conduct an UK Government has the authority to conduct an independent investigation. independent investigation. independent investigation.

The UK NCP’s office has recently been reorganised in The UK NCP’s office has recently been reorganised in The UK NCP’s office has recently been reorganised in response to complaints from the UK labour movement response to complaints from the UK labour movement response to complaints from the UK labour movement and NGOs that it did not take its responsibilities and NGOs that it did not take its responsibilities and NGOs that it did not take its responsibilities seriously enough. seriously enough. seriously enough.

12 12 12 OECD Guidelines OECD Guidelines OECD Guidelines for Multinational for Multinational for Multinational Enterprises Enterprises Enterprises

Background Background Background The OECD Guidelines for Multinational Enterprises were The OECD Guidelines for Multinational Enterprises were The OECD Guidelines for Multinational Enterprises were adopted in 1976 and revised in June 2000. adopted in 1976 and revised in June 2000. adopted in 1976 and revised in June 2000. The Guidelines are part of a wider series of declarations The Guidelines are part of a wider series of declarations The Guidelines are part of a wider series of declarations and decisions on multinationals, which also cover how and decisions on multinationals, which also cover how and decisions on multinationals, which also cover how national governments should treat multinationals, how national governments should treat multinationals, how national governments should treat multinationals, how conflicting national regulations on multinationals should be conflicting national regulations on multinationals should be conflicting national regulations on multinationals should be resolved and recommendations on incentives for foreign resolved and recommendations on incentives for foreign resolved and recommendations on incentives for foreign investment. investment. investment. The Guidelines were agreed after a period of growing con- The Guidelines were agreed after a period of growing con- The Guidelines were agreed after a period of growing con- cern about the activities of multinationals, particularly in the cern about the activities of multinationals, particularly in the cern about the activities of multinationals, particularly in the developing world. The intention was that the Guidelines developing world. The intention was that the Guidelines developing world. The intention was that the Guidelines should contribute towards a legally binding UN code of should contribute towards a legally binding UN code of should contribute towards a legally binding UN code of practice for multinational companies. practice for multinational companies. practice for multinational companies. However, by the 1980s the political climate had changed However, by the 1980s the political climate had changed However, by the 1980s the political climate had changed and work on a binding UN code for multinationals was and work on a binding UN code for multinationals was and work on a binding UN code for multinationals was abandoned. abandoned. abandoned. More recently there has again been growing concern about More recently there has again been growing concern about More recently there has again been growing concern about the influence multinationals exert in a globalised economy. the influence multinationals exert in a globalised economy. the influence multinationals exert in a globalised economy. Consequently, the revised Guidelines have seen some Consequently, the revised Guidelines have seen some Consequently, the revised Guidelines have seen some sound improvement. It is now possible to also apply them sound improvement. It is now possible to also apply them sound improvement. It is now possible to also apply them to the supply chain of a company; human rights and all core to the supply chain of a company; human rights and all core to the supply chain of a company; human rights and all core labour standards were added and, of particular importance, labour standards were added and, of particular importance, labour standards were added and, of particular importance, the implementation system has been strengthened. the implementation system has been strengthened. the implementation system has been strengthened.

Scope Scope Scope The Guidelines are a set of recommendations addressed by The Guidelines are a set of recommendations addressed by The Guidelines are a set of recommendations addressed by the signatory governments to multinational enterprises. the signatory governments to multinational enterprises. the signatory governments to multinational enterprises. These are not defined precisely in the Guidelines but they These are not defined precisely in the Guidelines but they These are not defined precisely in the Guidelines but they are described as companies or other entities which operate are described as companies or other entities which operate are described as companies or other entities which operate in several countries and are linked in such a way that they in several countries and are linked in such a way that they in several countries and are linked in such a way that they can co-ordinate their operations. They can be both privately can co-ordinate their operations. They can be both privately can co-ordinate their operations. They can be both privately and publicly owned. and publicly owned. and publicly owned.

13 13 13 The Guidelines are not just addressed to the central man- The Guidelines are not just addressed to the central man- The Guidelines are not just addressed to the central man- agement of these bodies, but to all levels of the enterprise agement of these bodies, but to all levels of the enterprise agement of these bodies, but to all levels of the enterprise and the supply chain. Certainly all companies that fall under and the supply chain. Certainly all companies that fall under and the supply chain. Certainly all companies that fall under the European Works Council Directive are multinational the European Works Council Directive are multinational the European Works Council Directive are multinational enterprises for the purposes of the Guidelines5. enterprises for the purposes of the Guidelines5. enterprises for the purposes of the Guidelines5. In terms of geographic coverage, the Guidelines state that In terms of geographic coverage, the Guidelines state that In terms of geographic coverage, the Guidelines state that “international co-operation in this field should extend to all “international co-operation in this field should extend to all “international co-operation in this field should extend to all states”. They definitely adhere to the 30 OECD countries, states”. They definitely adhere to the 30 OECD countries, states”. They definitely adhere to the 30 OECD countries, plus the 10 non-member countries, Argentina, Brazil and plus the 10 non-member countries, Argentina, Brazil and plus the 10 non-member countries, Argentina, Brazil and Chile, Egypt, Estonia, Israel, Latvia, Lithuania, Romania and Chile, Egypt, Estonia, Israel, Latvia, Lithuania, Romania and Chile, Egypt, Estonia, Israel, Latvia, Lithuania, Romania and Slovenia. In 2006, a number of countries in the Middle East, Slovenia. In 2006, a number of countries in the Middle East, Slovenia. In 2006, a number of countries in the Middle East, East Asia and South America submitted their applications East Asia and South America submitted their applications East Asia and South America submitted their applications and a new OECD project aims at promoting responsible and a new OECD project aims at promoting responsible and a new OECD project aims at promoting responsible business in China6. business in China6. business in China6.

Legal status Legal status Legal status The Guidelines are not legally enforceable. However, the The Guidelines are not legally enforceable. However, the The Guidelines are not legally enforceable. However, the fact that they were agreed as a declaration by OECD Mem- fact that they were agreed as a declaration by OECD Mem- fact that they were agreed as a declaration by OECD Mem- ber States means that OECD governments and others sign- ber States means that OECD governments and others sign- ber States means that OECD governments and others sign- ing the Guidelines have agreed to promote them and ing the Guidelines have agreed to promote them and ing the Guidelines have agreed to promote them and encourage their use. A committee at OECD level, the Com- encourage their use. A committee at OECD level, the Com- encourage their use. A committee at OECD level, the Com- mittee on International Investment and Multinational mittee on International Investment and Multinational mittee on International Investment and Multinational Enterprises, is also intended to deal with problems which Enterprises, is also intended to deal with problems which Enterprises, is also intended to deal with problems which arise in relation to their operation. The government-backed arise in relation to their operation. The government-backed arise in relation to their operation. The government-backed implementation mechanisms are the most significant new implementation mechanisms are the most significant new implementation mechanisms are the most significant new development to come out of the latest review. They oblige development to come out of the latest review. They oblige development to come out of the latest review. They oblige National Contact Points (NCPs) to solve cases where National Contact Points (NCPs) to solve cases where National Contact Points (NCPs) to solve cases where multinationals breach the Guidelines, including the ability to multinationals breach the Guidelines, including the ability to multinationals breach the Guidelines, including the ability to make recommendations to the company concerning the make recommendations to the company concerning the make recommendations to the company concerning the implementation of the Guidelines, and to make those implementation of the Guidelines, and to make those implementation of the Guidelines, and to make those recommendations public (address list see Appendix Five). recommendations public (address list see Appendix Five). recommendations public (address list see Appendix Five). Thus far, 130 instances have been mediated by NCPs7. Thus far, 130 instances have been mediated by NCPs7. Thus far, 130 instances have been mediated by NCPs7. “The Guidelines are not an alternative to effective legal “The Guidelines are not an alternative to effective legal “The Guidelines are not an alternative to effective legal regulation of companies, workers' capital strategies or the regulation of companies, workers' capital strategies or the regulation of companies, workers' capital strategies or the negotiation of collective agreements, but they can be an negotiation of collective agreements, but they can be an negotiation of collective agreements, but they can be an important complement. In the end, their effectiveness important complement. In the end, their effectiveness important complement. In the end, their effectiveness depends on governments and if they will make sure that depends on governments and if they will make sure that depends on governments and if they will make sure that they have properly functioning NCPs”, concluded John they have properly functioning NCPs”, concluded John they have properly functioning NCPs”, concluded John

5 TUAC issued training material on “European Works Councils & The OECD Guidelines for Multina- 5 TUAC issued training material on “European Works Councils & The OECD Guidelines for Multina- 5 TUAC issued training material on “European Works Councils & The OECD Guidelines for Multina- tional Enterprises”, available in EN, FR, DE and CZ: http://www.tuac.org/statemen/cmultinat.htm. tional Enterprises”, available in EN, FR, DE and CZ: http://www.tuac.org/statemen/cmultinat.htm. tional Enterprises”, available in EN, FR, DE and CZ: http://www.tuac.org/statemen/cmultinat.htm. 6 See also OECD Annual report 2007: http://www.oecd.org/dataoecd/34/33/38528123.pdf. 6 See also OECD Annual report 2007: http://www.oecd.org/dataoecd/34/33/38528123.pdf. 6 See also OECD Annual report 2007: http://www.oecd.org/dataoecd/34/33/38528123.pdf. 7 See also: “TUAC Submission to the Annual Meeting of National Contact points - Analysis of NCPs”, 7 See also: “TUAC Submission to the Annual Meeting of National Contact points - Analysis of NCPs”, 7 See also: “TUAC Submission to the Annual Meeting of National Contact points - Analysis of NCPs”, June 2007 or “OECD Guidelines For Multinational Enterprises: 2006 Annual Meeting of National June 2007 or “OECD Guidelines For Multinational Enterprises: 2006 Annual Meeting of National June 2007 or “OECD Guidelines For Multinational Enterprises: 2006 Annual Meeting of National Contact Points, available at http://www.oecd.org/dataoecd/23/33/37439881.pdf. Contact Points, available at http://www.oecd.org/dataoecd/23/33/37439881.pdf. Contact Points, available at http://www.oecd.org/dataoecd/23/33/37439881.pdf.

14 14 14 Evans, General Secretary of the Trade Union Advisory Evans, General Secretary of the Trade Union Advisory Evans, General Secretary of the Trade Union Advisory Committee (TUAC) to the OECD8. Committee (TUAC) to the OECD8. Committee (TUAC) to the OECD8.

Contents Contents Contents The Guidelines consist of a preface, a statement of con- The Guidelines consist of a preface, a statement of con- The Guidelines consist of a preface, a statement of con- cepts and principles, which explains who the Guidelines cepts and principles, which explains who the Guidelines cepts and principles, which explains who the Guidelines cover and how they should be implemented, followed by cover and how they should be implemented, followed by cover and how they should be implemented, followed by nine policy chapters covering areas like human rights; dis- nine policy chapters covering areas like human rights; dis- nine policy chapters covering areas like human rights; dis- closure of information; employment and industrial relations; closure of information; employment and industrial relations; closure of information; employment and industrial relations; environment, anti-corruption; taxation; competition; and environment, anti-corruption; taxation; competition; and environment, anti-corruption; taxation; competition; and consumer protection. From the point of view of a European consumer protection. From the point of view of a European consumer protection. From the point of view of a European Works Council, the chapter on employment and industrial Works Council, the chapter on employment and industrial Works Council, the chapter on employment and industrial relations is probably of greatest relevance. relations is probably of greatest relevance. relations is probably of greatest relevance.

Preface Preface Preface The preface draws attention to the important role that mul- The preface draws attention to the important role that mul- The preface draws attention to the important role that mul- tinationals of all sizes now play in the world economy and it tinationals of all sizes now play in the world economy and it tinationals of all sizes now play in the world economy and it states that these activities bring “substantial benefits to states that these activities bring “substantial benefits to states that these activities bring “substantial benefits to home and host countries”. However, it also points to the home and host countries”. However, it also points to the home and host countries”. However, it also points to the danger that, in the face of “intense” competitive forces, danger that, in the face of “intense” competitive forces, danger that, in the face of “intense” competitive forces, some companies “may be tempted to neglect appropriate some companies “may be tempted to neglect appropriate some companies “may be tempted to neglect appropriate standards and principles of conduct in an attempt to gain standards and principles of conduct in an attempt to gain standards and principles of conduct in an attempt to gain undue competitive advantage”. The Guidelines are there- undue competitive advantage”. The Guidelines are there- undue competitive advantage”. The Guidelines are there- fore intended to provide a “point of reference” for multina- fore intended to provide a “point of reference” for multina- fore intended to provide a “point of reference” for multina- tionals. tionals. tionals.

Concepts and principles Concepts and principles Concepts and principles This states that the recommendations are addressed to This states that the recommendations are addressed to This states that the recommendations are addressed to multinational enterprises and that they “provide principles multinational enterprises and that they “provide principles multinational enterprises and that they “provide principles and standards of good practice consistent with applicable and standards of good practice consistent with applicable and standards of good practice consistent with applicable laws” but that they are voluntary and not legally enforce- laws” but that they are voluntary and not legally enforce- laws” but that they are voluntary and not legally enforce- able. Individual multinationals are obliged to obey the laws able. Individual multinationals are obliged to obey the laws able. Individual multinationals are obliged to obey the laws of the countries in which they operate and the intention is of the countries in which they operate and the intention is of the countries in which they operate and the intention is not to seek different treatment for multinationals. not to seek different treatment for multinationals. not to seek different treatment for multinationals.

General policies General policies General policies This deals with relations between multinational enterprises This deals with relations between multinational enterprises This deals with relations between multinational enterprises and host governments and other stakeholders. and host governments and other stakeholders. and host governments and other stakeholders. Companies should Companies should Companies should • contribute to sustainable development; • contribute to sustainable development; • contribute to sustainable development; • respect human rights; • respect human rights; • respect human rights;

8 Taken from: http:/www.responsiblepractice.com/english/standards/tuac. 8 Taken from: http:/www.responsiblepractice.com/english/standards/tuac. 8 Taken from: http:/www.responsiblepractice.com/english/standards/tuac. 15 15 15 • develop local links; • develop local links; • develop local links; • encourage training; • encourage training; • encourage training; • not seek special treatment; • not seek special treatment; • not seek special treatment; • support good corporate governance; • support good corporate governance; • support good corporate governance; • develop management systems that foster trust; • develop management systems that foster trust; • develop management systems that foster trust; • promote employee awareness of company policies; • promote employee awareness of company policies; • promote employee awareness of company policies; • not discipline “whistle-blowers”; • not discipline “whistle-blowers”; • not discipline “whistle-blowers”; • encourage business partners to operate in line with the • encourage business partners to operate in line with the • encourage business partners to operate in line with the Guidelines; and Guidelines; and Guidelines; and • abstain from improper involvement in local political • abstain from improper involvement in local political • abstain from improper involvement in local political activities. activities. activities.

Disclosure Disclosure Disclosure This requires multinationals to disclose “timely regular, This requires multinationals to disclose “timely regular, This requires multinationals to disclose “timely regular, reliable and relevant information” on their “activities, reliable and relevant information” on their “activities, reliable and relevant information” on their “activities, structure, financial situation and performance”. Additionally, structure, financial situation and performance”. Additionally, structure, financial situation and performance”. Additionally, they are encouraged to communicate additional information they are encouraged to communicate additional information they are encouraged to communicate additional information covering “social, ethical and environmental policies, covering “social, ethical and environmental policies, covering “social, ethical and environmental policies, information on complying with laws and codes of business information on complying with laws and codes of business information on complying with laws and codes of business conduct and information on relationships with “employees conduct and information on relationships with “employees conduct and information on relationships with “employees and other stakeholders”. and other stakeholders”. and other stakeholders”.

Employment and industrial relations Employment and industrial relations Employment and industrial relations This requires multinational enterprises to meet a range of This requires multinational enterprises to meet a range of This requires multinational enterprises to meet a range of obligations, they should, for instance, respect the four core obligations, they should, for instance, respect the four core obligations, they should, for instance, respect the four core labour standards. labour standards. labour standards. These are that: These are that: These are that: • employees have the right to be represented by trade • employees have the right to be represented by trade • employees have the right to be represented by trade unions and companies should engage in “constructive” unions and companies should engage in “constructive” unions and companies should engage in “constructive” collective bargaining; collective bargaining; collective bargaining; • companies should “contribute to the effective abolition of • companies should “contribute to the effective abolition of • companies should “contribute to the effective abolition of child labour”; child labour”; child labour”; • companies should “contribute to the elimination of all • companies should “contribute to the elimination of all • companies should “contribute to the elimination of all forms of forced or compulsory labour”; and forms of forced or compulsory labour”; and forms of forced or compulsory labour”; and • companies should not discriminate on such grounds as • companies should not discriminate on such grounds as • companies should not discriminate on such grounds as “race, colour, sex, religion, political opinion, national “race, colour, sex, religion, political opinion, national “race, colour, sex, religion, political opinion, national extraction or social origin”, other than where specific extraction or social origin”, other than where specific extraction or social origin”, other than where specific government initiatives aim to redress inequalities or it is government initiatives aim to redress inequalities or it is government initiatives aim to redress inequalities or it is a genuine occupational qualification. a genuine occupational qualification. a genuine occupational qualification. Enterprises should provide employee representatives with Enterprises should provide employee representatives with Enterprises should provide employee representatives with the facilities and information they need to negotiate collec- the facilities and information they need to negotiate collec- the facilities and information they need to negotiate collec- tive agreements and also enable them to negotiate on tive agreements and also enable them to negotiate on tive agreements and also enable them to negotiate on labour-management issues. Enterprises should promote labour-management issues. Enterprises should promote labour-management issues. Enterprises should promote consultation with employees “on matters of mutual concern” consultation with employees “on matters of mutual concern” consultation with employees “on matters of mutual concern” and consultation should be with representatives of and consultation should be with representatives of and consultation should be with representatives of 16 16 16 management who have the power to take decisions on the management who have the power to take decisions on the management who have the power to take decisions on the matters under discussion. Employees and their represen- matters under discussion. Employees and their represen- matters under discussion. Employees and their represen- tatives should be given information on the performance of tatives should be given information on the performance of tatives should be given information on the performance of their own part of the business as well as the enterprise as a their own part of the business as well as the enterprise as a their own part of the business as well as the enterprise as a whole where appropriate. whole where appropriate. whole where appropriate. Multinationals should not use the threat of transferring Multinationals should not use the threat of transferring Multinationals should not use the threat of transferring production or moving employees to other countries in order production or moving employees to other countries in order production or moving employees to other countries in order unfairly to influence the outcome of ongoing negotiations unfairly to influence the outcome of ongoing negotiations unfairly to influence the outcome of ongoing negotiations with employee representatives or to hinder employees’ with employee representatives or to hinder employees’ with employee representatives or to hinder employees’ attempts to organise in unions. attempts to organise in unions. attempts to organise in unions. The standards adopted by multinationals in their operations The standards adopted by multinationals in their operations The standards adopted by multinationals in their operations abroad in terms of employment and industrial relations abroad in terms of employment and industrial relations abroad in terms of employment and industrial relations should not be lower than those of other comparable local should not be lower than those of other comparable local should not be lower than those of other comparable local employers and they should ensure health and safety. employers and they should ensure health and safety. employers and they should ensure health and safety. Multinational enterprises should recruit, train and develop Multinational enterprises should recruit, train and develop Multinational enterprises should recruit, train and develop local employees and this should be done in co-operation local employees and this should be done in co-operation local employees and this should be done in co-operation with employee representatives and government bodies. with employee representatives and government bodies. with employee representatives and government bodies. Where multinationals are considering changes which would Where multinationals are considering changes which would Where multinationals are considering changes which would have a major impact on their employees, in particular have a major impact on their employees, in particular have a major impact on their employees, in particular closures, they should give reasonable notice of such closures, they should give reasonable notice of such closures, they should give reasonable notice of such changes to employee representatives and, where appropri- changes to employee representatives and, where appropri- changes to employee representatives and, where appropri- ate, government authorities. They should also co-operate ate, government authorities. They should also co-operate ate, government authorities. They should also co-operate with them to reduce the impact of such changes as far as with them to reduce the impact of such changes as far as with them to reduce the impact of such changes as far as possible. possible. possible.

Environment Environment Environment This states that multinationals should: This states that multinationals should: This states that multinationals should: • establish and maintain an appropriate system of envi- • establish and maintain an appropriate system of envi- • establish and maintain an appropriate system of envi- ronmental management; ronmental management; ronmental management; • provide the public and employees with “adequate and • provide the public and employees with “adequate and • provide the public and employees with “adequate and timely” information on the environmental and health and timely” information on the environmental and health and timely” information on the environmental and health and safety consequences of its actions and consult with safety consequences of its actions and consult with safety consequences of its actions and consult with affected communities; affected communities; affected communities; • assess environmental impacts over the life-cycle of • assess environmental impacts over the life-cycle of • assess environmental impacts over the life-cycle of products; products; products; • not use the lack of full scientific knowledge as an excuse • not use the lack of full scientific knowledge as an excuse • not use the lack of full scientific knowledge as an excuse for not taking action to minimise environmental damage; for not taking action to minimise environmental damage; for not taking action to minimise environmental damage; • maintain contingency plans for accidents and emergen- • maintain contingency plans for accidents and emergen- • maintain contingency plans for accidents and emergen- cies; cies; cies; • continually seek to improve environmental performance; • continually seek to improve environmental performance; • continually seek to improve environmental performance; • provide adequate environmental and health and safety • provide adequate environmental and health and safety • provide adequate environmental and health and safety training to employees; training to employees; training to employees;

17 17 17 • contribute to public policies on the environment. • contribute to public policies on the environment. • contribute to public policies on the environment.

Combating bribery Combating bribery Combating bribery This requires that multinational enterprises should not This requires that multinational enterprises should not This requires that multinational enterprises should not directly or indirectly, offer, promise, give or demand a bribe. directly or indirectly, offer, promise, give or demand a bribe. directly or indirectly, offer, promise, give or demand a bribe.

Consumer interests Consumer interests Consumer interests This states that multinational enterprises should deal fairly This states that multinational enterprises should deal fairly This states that multinational enterprises should deal fairly with consumers in terms of marketing and advertising with consumers in terms of marketing and advertising with consumers in terms of marketing and advertising practices and should take steps to ensure their goods and practices and should take steps to ensure their goods and practices and should take steps to ensure their goods and services are safe. services are safe. services are safe.

Science and technology Science and technology Science and technology This calls on multinational enterprises to try to ensure that This calls on multinational enterprises to try to ensure that This calls on multinational enterprises to try to ensure that their activities help the development of scientific and tech- their activities help the development of scientific and tech- their activities help the development of scientific and tech- nology capacity in the countries in which they operate; allow nology capacity in the countries in which they operate; allow nology capacity in the countries in which they operate; allow a rapid diffusion of new technologies; and transfer a rapid diffusion of new technologies; and transfer a rapid diffusion of new technologies; and transfer technology on reasonable terms; and develop links with technology on reasonable terms; and develop links with technology on reasonable terms; and develop links with local research institutions. local research institutions. local research institutions.

Competition Competition Competition This requires multinational enterprises not to get involved in This requires multinational enterprises not to get involved in This requires multinational enterprises not to get involved in cartels or price fixing to reduce competition. They should cartels or price fixing to reduce competition. They should cartels or price fixing to reduce competition. They should take account of local competition laws and co-operate with take account of local competition laws and co-operate with take account of local competition laws and co-operate with the relevant national competition authorities. the relevant national competition authorities. the relevant national competition authorities.

Taxation Taxation Taxation Under this requirement multinational enterprises should Under this requirement multinational enterprises should Under this requirement multinational enterprises should comply with the local tax laws and should provide the comply with the local tax laws and should provide the comply with the local tax laws and should provide the appropriate information to national tax authorities to enable appropriate information to national tax authorities to enable appropriate information to national tax authorities to enable their tax levels to be properly assessed. their tax levels to be properly assessed. their tax levels to be properly assessed.

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OECD Watch OECD Watch OECD Watch

OECD Watch is an international network of civil OECD Watch is an international network of civil OECD Watch is an international network of civil society organisations promoting corporate society organisations promoting corporate society organisations promoting corporate accountability. accountability. accountability.

The purpose of OECD Watch is to inform the wider The purpose of OECD Watch is to inform the wider The purpose of OECD Watch is to inform the wider NGO community about policies and activities of the NGO community about policies and activities of the NGO community about policies and activities of the OECD's Investment Committee and to test the OECD's Investment Committee and to test the OECD's Investment Committee and to test the effectiveness of the OECD Guidelines for Multinational effectiveness of the OECD Guidelines for Multinational effectiveness of the OECD Guidelines for Multinational Enterprises. Enterprises. Enterprises.

Its newsletter and website provide useful updates Its newsletter and website provide useful updates Its newsletter and website provide useful updates about decisions under the Guidelines and creative about decisions under the Guidelines and creative about decisions under the Guidelines and creative thinking about how to hold the NCPs accountable to thinking about how to hold the NCPs accountable to thinking about how to hold the NCPs accountable to their mandate. their mandate. their mandate. www.oecdwatch.org www.oecdwatch.org www.oecdwatch.org

19 19 19

OECD Principles OECD Principles OECD Principles

You are employed or represent employees in a You are employed or represent employees in a You are employed or represent employees in a company listed on the stock market? company listed on the stock market? company listed on the stock market?

Then you are one of its stakeholders and Then you are one of its stakeholders and Then you are one of its stakeholders and expected to act as a "whistle-blower". expected to act as a "whistle-blower". expected to act as a "whistle-blower".

The company for example does not consider the The company for example does not consider the The company for example does not consider the employee viewpoint in key decisions, or it employee viewpoint in key decisions, or it employee viewpoint in key decisions, or it prevents employees from voting their shares, or prevents employees from voting their shares, or prevents employees from voting their shares, or it deprives shareholders of important information it deprives shareholders of important information it deprives shareholders of important information about corporate operations and possible future about corporate operations and possible future about corporate operations and possible future liabilities? liabilities? liabilities?

Then reveal these abusive practices and transac- Then reveal these abusive practices and transac- Then reveal these abusive practices and transac- tions in full confidence to your government or tions in full confidence to your government or tions in full confidence to your government or union. union. union. OECD Principles OECD Principles OECD Principles of Corporate of Corporate of Corporate Governance Governance Governance

Background Background Background The OECD Principles of Corporate Governance were first The OECD Principles of Corporate Governance were first The OECD Principles of Corporate Governance were first adopted in 1999. They were drawn up by a taskforce, which adopted in 1999. They were drawn up by a taskforce, which adopted in 1999. They were drawn up by a taskforce, which included representatives from the World Bank, the included representatives from the World Bank, the included representatives from the World Bank, the International Monetary Fund, major companies, investment International Monetary Fund, major companies, investment International Monetary Fund, major companies, investment bodies and the unions, as well as OECD countries. Trade bodies and the unions, as well as OECD countries. Trade bodies and the unions, as well as OECD countries. Trade unions have been involved in their world-wide promotion unions have been involved in their world-wide promotion unions have been involved in their world-wide promotion right from the beginning. right from the beginning. right from the beginning. The Principles present a set of recommendations about The Principles present a set of recommendations about The Principles present a set of recommendations about what rules companies should follow to give investors con- what rules companies should follow to give investors con- what rules companies should follow to give investors con- fidence to invest in them long-term. Originally conceived as fidence to invest in them long-term. Originally conceived as fidence to invest in them long-term. Originally conceived as a tool to help western investors to get their money out of a tool to help western investors to get their money out of a tool to help western investors to get their money out of crisis-hit Asian companies, the TUAC representatives on crisis-hit Asian companies, the TUAC representatives on crisis-hit Asian companies, the TUAC representatives on the Principles’ negotiating group managed to turn the the Principles’ negotiating group managed to turn the the Principles’ negotiating group managed to turn the instrument away from protecting and promoting shareholder instrument away from protecting and promoting shareholder instrument away from protecting and promoting shareholder rights, into a platform for the future development of a rights, into a platform for the future development of a rights, into a platform for the future development of a stakeholding view of a corporation. stakeholding view of a corporation. stakeholding view of a corporation. After corporate scandals in a number of countries, the need After corporate scandals in a number of countries, the need After corporate scandals in a number of countries, the need for improvement in standards of corporate governance for improvement in standards of corporate governance for improvement in standards of corporate governance became obvious. The revised Principles of 2004 are now became obvious. The revised Principles of 2004 are now became obvious. The revised Principles of 2004 are now designed to underpin the stability and integrity of stock designed to underpin the stability and integrity of stock designed to underpin the stability and integrity of stock markets as well as the management of companies whose markets as well as the management of companies whose markets as well as the management of companies whose shares are listed on them. One additional improvement is shares are listed on them. One additional improvement is shares are listed on them. One additional improvement is the release of an assessment methodology that the release of an assessment methodology that the release of an assessment methodology that governments can use to measure how effectively the Prin- governments can use to measure how effectively the Prin- governments can use to measure how effectively the Prin- ciples are implemented. ciples are implemented. ciples are implemented.

Purpose and scope Purpose and scope Purpose and scope The Principles are primarily intended to help governments The Principles are primarily intended to help governments The Principles are primarily intended to help governments draw up a legal framework for the corporate sector. How- draw up a legal framework for the corporate sector. How- draw up a legal framework for the corporate sector. How- ever, they may provide guidance for stock exchanges, ever, they may provide guidance for stock exchanges, ever, they may provide guidance for stock exchanges, investors and individual companies. investors and individual companies. investors and individual companies. The OECD hopes that the Principles will not just be taken The OECD hopes that the Principles will not just be taken The OECD hopes that the Principles will not just be taken up within OECD Member States but also much more widely. up within OECD Member States but also much more widely. up within OECD Member States but also much more widely. Indeed it is one of the essential purposes of the Principles Indeed it is one of the essential purposes of the Principles Indeed it is one of the essential purposes of the Principles

21 21 21 that countries which have incorporated these Principles into that countries which have incorporated these Principles into that countries which have incorporated these Principles into their own legislation should find it easier to attract long term their own legislation should find it easier to attract long term their own legislation should find it easier to attract long term capital investment, primarily from countries within the capital investment, primarily from countries within the capital investment, primarily from countries within the OECD. A joint World Bank-OECD Global Forum on OECD. A joint World Bank-OECD Global Forum on OECD. A joint World Bank-OECD Global Forum on Corporate Governance has been created to promote the Corporate Governance has been created to promote the Corporate Governance has been created to promote the Principles among low and middle income countries. The Principles among low and middle income countries. The Principles among low and middle income countries. The International Trade Union Confederation (ITUC) and Trade International Trade Union Confederation (ITUC) and Trade International Trade Union Confederation (ITUC) and Trade Union Advisory Committee (TUAC) are in discussions with Union Advisory Committee (TUAC) are in discussions with Union Advisory Committee (TUAC) are in discussions with both organisations in an effort to work out the best way of both organisations in an effort to work out the best way of both organisations in an effort to work out the best way of involving developed and developing country trade unions involving developed and developing country trade unions involving developed and developing country trade unions alike in the work of the Forum.9 alike in the work of the Forum.9 alike in the work of the Forum.9

Legal status Legal status Legal status The Principles are not legally binding. Neither countries nor The Principles are not legally binding. Neither countries nor The Principles are not legally binding. Neither countries nor companies are required to adopt them in full. However, the companies are required to adopt them in full. However, the companies are required to adopt them in full. However, the OECD describes them as representing “the core elements OECD describes them as representing “the core elements OECD describes them as representing “the core elements … essential for good corporate governance” which should … essential for good corporate governance” which should … essential for good corporate governance” which should be widely applied. be widely applied. be widely applied.

Contents Contents Contents The revised Principles consist of a preamble, the Principles The revised Principles consist of a preamble, the Principles The revised Principles consist of a preamble, the Principles themselves and a set of notes and commentaries intended themselves and a set of notes and commentaries intended themselves and a set of notes and commentaries intended to explain the Principles in greater detail and make it easier to explain the Principles in greater detail and make it easier to explain the Principles in greater detail and make it easier for them to be applied. for them to be applied. for them to be applied. The Principles and notes are set out under six headings: The Principles and notes are set out under six headings: The Principles and notes are set out under six headings: ensuring the basis for an effective corporate governance ensuring the basis for an effective corporate governance ensuring the basis for an effective corporate governance framework; framework; framework; • the rights of shareholders and key ownership functions; • the rights of shareholders and key ownership functions; • the rights of shareholders and key ownership functions; • the equitable treatment of shareholders; • the equitable treatment of shareholders; • the equitable treatment of shareholders; • the role of stakeholders in corporate governance; • the role of stakeholders in corporate governance; • the role of stakeholders in corporate governance; • disclosure and transparency; and • disclosure and transparency; and • disclosure and transparency; and • the responsibilities of the board. • the responsibilities of the board. • the responsibilities of the board. From the point of view of a European Works Council the From the point of view of a European Works Council the From the point of view of a European Works Council the most important are those which deal with the role of stake- most important are those which deal with the role of stake- most important are those which deal with the role of stake- holders, which cover the position of employees. However, holders, which cover the position of employees. However, holders, which cover the position of employees. However, there are useful elements under other headings, particularly there are useful elements under other headings, particularly there are useful elements under other headings, particularly on information disclosure and the responsibilities of the on information disclosure and the responsibilities of the on information disclosure and the responsibilities of the board of directors. board of directors. board of directors. On stakeholders, the Principles state that the “corporate On stakeholders, the Principles state that the “corporate On stakeholders, the Principles state that the “corporate governance framework should recognise the rights of governance framework should recognise the rights of governance framework should recognise the rights of stakeholders as established by law or through mutual stakeholders as established by law or through mutual stakeholders as established by law or through mutual

9 The Global Corporate Governance Forum website: http://www.ifc.org/gcgf. 9 The Global Corporate Governance Forum website: http://www.ifc.org/gcgf. 9 The Global Corporate Governance Forum website: http://www.ifc.org/gcgf.

22 22 22 agreements and encourage active co-operation between agreements and encourage active co-operation between agreements and encourage active co-operation between corporations and stakeholders in creating wealth, jobs, and corporations and stakeholders in creating wealth, jobs, and corporations and stakeholders in creating wealth, jobs, and the sustainability of financially sound enterprises.” Indi- the sustainability of financially sound enterprises.” Indi- the sustainability of financially sound enterprises.” Indi- vidual employees and their representative bodies are vidual employees and their representative bodies are vidual employees and their representative bodies are stakeholders, along with investors, creditors and suppliers. stakeholders, along with investors, creditors and suppliers. stakeholders, along with investors, creditors and suppliers. The notes explain that employees make a clear contribution The notes explain that employees make a clear contribution The notes explain that employees make a clear contribution to the competitiveness and ultimate success of a cor- to the competitiveness and ultimate success of a cor- to the competitiveness and ultimate success of a cor- poration and suggest that it is in the long-term interest of poration and suggest that it is in the long-term interest of poration and suggest that it is in the long-term interest of companies to recognise this. companies to recognise this. companies to recognise this. The Principles call for the interests of stakeholders to be The Principles call for the interests of stakeholders to be The Principles call for the interests of stakeholders to be protected by law and the notes point out that in all OECD protected by law and the notes point out that in all OECD protected by law and the notes point out that in all OECD companies the interests of stakeholders are legally pro- companies the interests of stakeholders are legally pro- companies the interests of stakeholders are legally pro- tected. Employees are protected by labour law and com- tected. Employees are protected by labour law and com- tected. Employees are protected by labour law and com- panies frequently go beyond what the law requires. panies frequently go beyond what the law requires. panies frequently go beyond what the law requires. The Principles state that stakeholders should have access The Principles state that stakeholders should have access The Principles state that stakeholders should have access to effective legal remedies where their rights are violated to effective legal remedies where their rights are violated to effective legal remedies where their rights are violated and the notes state that the legal framework should be and the notes state that the legal framework should be and the notes state that the legal framework should be transparent and not “impede the ability of stakeholders to transparent and not “impede the ability of stakeholders to transparent and not “impede the ability of stakeholders to communicate”. communicate”. communicate”. The Principles state that the framework of corporate gov- The Principles state that the framework of corporate gov- The Principles state that the framework of corporate gov- ernance should permit “performance-enhancing mecha- ernance should permit “performance-enhancing mecha- ernance should permit “performance-enhancing mecha- nisms for employee participation” and the notes give a list of nisms for employee participation” and the notes give a list of nisms for employee participation” and the notes give a list of examples as to how this can be achieved. This list spe- examples as to how this can be achieved. This list spe- examples as to how this can be achieved. This list spe- cifically includes “employee representation on boards; and cifically includes “employee representation on boards; and cifically includes “employee representation on boards; and governance processes such as works councils that consider governance processes such as works councils that consider governance processes such as works councils that consider employee viewpoints in certain key decisions. With respect employee viewpoints in certain key decisions. With respect employee viewpoints in certain key decisions. With respect to performance enhancing mechanisms, employee stock to performance enhancing mechanisms, employee stock to performance enhancing mechanisms, employee stock ownership plans or other profit sharing mechanisms are to ownership plans or other profit sharing mechanisms are to ownership plans or other profit sharing mechanisms are to be found in many countries.” be found in many countries.” be found in many countries.” The Principles also state that where stakeholders partici- The Principles also state that where stakeholders partici- The Principles also state that where stakeholders partici- pate in the process of corporate governance, they should pate in the process of corporate governance, they should pate in the process of corporate governance, they should have access to relevant information. This is necessary, as have access to relevant information. This is necessary, as have access to relevant information. This is necessary, as the notes point out for them to fulfil their responsibilities. the notes point out for them to fulfil their responsibilities. the notes point out for them to fulfil their responsibilities. On disclosure of information, the Principles require that the On disclosure of information, the Principles require that the On disclosure of information, the Principles require that the framework for corporate governance should guarantee framework for corporate governance should guarantee framework for corporate governance should guarantee timely and accurate disclosure of important information timely and accurate disclosure of important information timely and accurate disclosure of important information about the corporation. The notes suggest that this should about the corporation. The notes suggest that this should about the corporation. The notes suggest that this should include, but not be limited to, material information on include, but not be limited to, material information on include, but not be limited to, material information on management/employee relations, and relations with other management/employee relations, and relations with other management/employee relations, and relations with other stakeholders and point out that some countries require stakeholders and point out that some countries require stakeholders and point out that some countries require extensive disclosure of information on human resources. extensive disclosure of information on human resources. extensive disclosure of information on human resources. They state that information about policies, like programmes They state that information about policies, like programmes They state that information about policies, like programmes

23 23 23 for human resource development or employee share for human resource development or employee share for human resource development or employee share ownership plans, can be important in terms of assessing a ownership plans, can be important in terms of assessing a ownership plans, can be important in terms of assessing a company’s competitive strengths. company’s competitive strengths. company’s competitive strengths. On the responsibilities of the board, the issues of particular On the responsibilities of the board, the issues of particular On the responsibilities of the board, the issues of particular relevance to a European Works Council are that the board relevance to a European Works Council are that the board relevance to a European Works Council are that the board should “take into account the interests of stakeholders” and should “take into account the interests of stakeholders” and should “take into account the interests of stakeholders” and that one of the key functions of the board is “overseeing the that one of the key functions of the board is “overseeing the that one of the key functions of the board is “overseeing the process of disclosure and communication”. process of disclosure and communication”. process of disclosure and communication”.

Monitoring Monitoring Monitoring The OECD has established five regional roundtables in The OECD has established five regional roundtables in The OECD has established five regional roundtables in order to raise awareness and to develop a regional self- order to raise awareness and to develop a regional self- order to raise awareness and to develop a regional self- assessment. The roundtables are structured discussion assessment. The roundtables are structured discussion assessment. The roundtables are structured discussion among senior policy makers, academics and business among senior policy makers, academics and business among senior policy makers, academics and business leaders and, according to the OECD, they have proven to leaders and, according to the OECD, they have proven to leaders and, according to the OECD, they have proven to be an effective way for policy-dialogue and multilateral be an effective way for policy-dialogue and multilateral be an effective way for policy-dialogue and multilateral exchange of experience. The five regions are Asia, Russia, exchange of experience. The five regions are Asia, Russia, exchange of experience. The five regions are Asia, Russia, Latin America, Eurasia, and South East Europe.10 Latin America, Eurasia, and South East Europe.10 Latin America, Eurasia, and South East Europe.10 The World Bank has been working for several years with The World Bank has been working for several years with The World Bank has been working for several years with the OECD in promoting certain corporate governance stan- the OECD in promoting certain corporate governance stan- the OECD in promoting certain corporate governance stan- dards in developing and transition countries. In 2007, the dards in developing and transition countries. In 2007, the dards in developing and transition countries. In 2007, the Bank completed assessments for 40 countries, ranging from Bank completed assessments for 40 countries, ranging from Bank completed assessments for 40 countries, ranging from Armenia to Zimbabwe, and posted them on its web site. Armenia to Zimbabwe, and posted them on its web site. Armenia to Zimbabwe, and posted them on its web site. They are part of the World Bank and International Monetary They are part of the World Bank and International Monetary They are part of the World Bank and International Monetary Fund (IMF) program on Reports on the Observance of Fund (IMF) program on Reports on the Observance of Fund (IMF) program on Reports on the Observance of Standards and Codes (ROSC).11 Standards and Codes (ROSC).11 Standards and Codes (ROSC).11

10 The main experiences from 25 meetings of the five Roundtables are summarized in a report: http:// 10 The main experiences from 25 meetings of the five Roundtables are summarized in a report: http:// 10 The main experiences from 25 meetings of the five Roundtables are summarized in a report: http://

www.oecd.org/dataoecd/19/26/23742340.pdf. www.oecd.org/dataoecd/19/26/23742340.pdf. www.oecd.org/dataoecd/19/26/23742340.pdf.

11 The ROSC reports are available at: http://rru.worldbank.org/GovernanceReports. 11 The ROSC reports are available at: http://rru.worldbank.org/GovernanceReports. 11 The ROSC reports are available at: http://rru.worldbank.org/GovernanceReports. 24 24 24 ILO codes ILO codes ILO codes

There are two major ILO documents that are particularly There are two major ILO documents that are particularly There are two major ILO documents that are particularly important in terms of codes of practice. These are the ILO important in terms of codes of practice. These are the ILO important in terms of codes of practice. These are the ILO Tripartite Declaration of Principles concerning Multina- Tripartite Declaration of Principles concerning Multina- Tripartite Declaration of Principles concerning Multina- tional Enterprises and Social Policy, which sets out how tional Enterprises and Social Policy, which sets out how tional Enterprises and Social Policy, which sets out how multinationals should deal with employment and social multinationals should deal with employment and social multinationals should deal with employment and social issues, and the ILO Declaration on Fundamental issues, and the ILO Declaration on Fundamental issues, and the ILO Declaration on Fundamental Principles and Rights at Work. This Declaration on Principles and Rights at Work. This Declaration on Principles and Rights at Work. This Declaration on Fundamental Principles is not a code of practice in itself, but Fundamental Principles is not a code of practice in itself, but Fundamental Principles is not a code of practice in itself, but the core labour standards it sets out are taken up in many the core labour standards it sets out are taken up in many the core labour standards it sets out are taken up in many other codes of practice. other codes of practice. other codes of practice. As with the OECD Guidelines and Principles, the ILO Decla- As with the OECD Guidelines and Principles, the ILO Decla- As with the OECD Guidelines and Principles, the ILO Decla- rations have greater weight than similar codes put forward rations have greater weight than similar codes put forward rations have greater weight than similar codes put forward by other organisations because of the nature of the ILO and by other organisations because of the nature of the ILO and by other organisations because of the nature of the ILO and the process followed to agree the Declarations. the process followed to agree the Declarations. the process followed to agree the Declarations. The ILO was set up in 1919 after the First World War and The ILO was set up in 1919 after the First World War and The ILO was set up in 1919 after the First World War and brings together the vast majority of countries in the world, brings together the vast majority of countries in the world, brings together the vast majority of countries in the world, including all EU states and most external investors in the including all EU states and most external investors in the including all EU states and most external investors in the EU. As it states in the Declaration on Fundamental Princi- EU. As it states in the Declaration on Fundamental Princi- EU. As it states in the Declaration on Fundamental Princi- ples and Rights at Work, the ILO is “the constitutionally ples and Rights at Work, the ILO is “the constitutionally ples and Rights at Work, the ILO is “the constitutionally mandated international organisation and the competent mandated international organisation and the competent mandated international organisation and the competent body to set and deal with international labour standards”. body to set and deal with international labour standards”. body to set and deal with international labour standards”. It is a tripartite body bringing together representatives of It is a tripartite body bringing together representatives of It is a tripartite body bringing together representatives of government, employers and unions. (Governments have government, employers and unions. (Governments have government, employers and unions. (Governments have 50% of the votes in any contested decision, with the unions 50% of the votes in any contested decision, with the unions 50% of the votes in any contested decision, with the unions and employers each having 25%). Employers played a and employers each having 25%). Employers played a and employers each having 25%). Employers played a direct role in agreeing both the Tripartite Declaration and direct role in agreeing both the Tripartite Declaration and direct role in agreeing both the Tripartite Declaration and the Declaration on Fundamental Rights. the Declaration on Fundamental Rights. the Declaration on Fundamental Rights.

25 25 25

ILO Tripartite or MNE Declaration ILO Tripartite or MNE Declaration ILO Tripartite or MNE Declaration

A union represents workers in a company but A union represents workers in a company but A union represents workers in a company but they do not recognise this union? they do not recognise this union? they do not recognise this union?

From the press a union learns about the closure From the press a union learns about the closure From the press a union learns about the closure of a plant but staff, unions and authorities con- of a plant but staff, unions and authorities con- of a plant but staff, unions and authorities con- cerned were only informed afterwards? cerned were only informed afterwards? cerned were only informed afterwards?

Then claim your rights for advanced notice and Then claim your rights for advanced notice and Then claim your rights for advanced notice and consultation by submitting a request for interpre- consultation by submitting a request for interpre- consultation by submitting a request for interpre- tation of the «actual situation» to your govern- tation of the «actual situation» to your govern- tation of the «actual situation» to your govern- ment. ment. ment.

If they do not react or do not forward the request If they do not react or do not forward the request If they do not react or do not forward the request within three months, address it to the ILO Sub- within three months, address it to the ILO Sub- within three months, address it to the ILO Sub- committee on Multinational Enterprises directly committee on Multinational Enterprises directly committee on Multinational Enterprises directly (see Appendix Seven for the contact point). (see Appendix Seven for the contact point). (see Appendix Seven for the contact point).

A reply approved by the Governing Body of the A reply approved by the Governing Body of the A reply approved by the Governing Body of the ILO will be sent to all parties concerned and the ILO will be sent to all parties concerned and the ILO will be sent to all parties concerned and the case will be made public. case will be made public. case will be made public. ILO Tripartite ILO Tripartite ILO Tripartite Declaration on Declaration on Declaration on Multinationals Multinationals Multinationals

Background Background Background The Tripartite Declaration of Principles concerning Multina- The Tripartite Declaration of Principles concerning Multina- The Tripartite Declaration of Principles concerning Multina- tional Enterprises and Social Policy (also called ILO Tripar- tional Enterprises and Social Policy (also called ILO Tripar- tional Enterprises and Social Policy (also called ILO Tripar- tite or MNE Declaration) was adopted by the governing tite or MNE Declaration) was adopted by the governing tite or MNE Declaration) was adopted by the governing body of the ILO in 1977, after what the ILO itself describes body of the ILO in 1977, after what the ILO itself describes body of the ILO in 1977, after what the ILO itself describes as “years of research, consultations and negotiations”.12 It as “years of research, consultations and negotiations”.12 It as “years of research, consultations and negotiations”.12 It is the compromise which was reached at that time between is the compromise which was reached at that time between is the compromise which was reached at that time between representatives of governments, employers and workers (in representatives of governments, employers and workers (in representatives of governments, employers and workers (in effect the trade unions). effect the trade unions). effect the trade unions). The background to this Declaration was, like the OECD The background to this Declaration was, like the OECD The background to this Declaration was, like the OECD Guidelines for Multinational Enterprises, growing concern Guidelines for Multinational Enterprises, growing concern Guidelines for Multinational Enterprises, growing concern about the activities of multinationals, particularly in devel- about the activities of multinationals, particularly in devel- about the activities of multinationals, particularly in devel- oping countries. The intention, certainly among the work- oping countries. The intention, certainly among the work- oping countries. The intention, certainly among the work- ers’ representatives, was that the ILO Declaration, like the ers’ representatives, was that the ILO Declaration, like the ers’ representatives, was that the ILO Declaration, like the OECD Guidelines, should contribute to a binding UN code OECD Guidelines, should contribute to a binding UN code OECD Guidelines, should contribute to a binding UN code of practice for multinationals. of practice for multinationals. of practice for multinationals. The Tripartite Declaration was last revised in March 2006. The Tripartite Declaration was last revised in March 2006. The Tripartite Declaration was last revised in March 2006. Now the 4th edition includes references to relevant ILO Now the 4th edition includes references to relevant ILO Now the 4th edition includes references to relevant ILO instruments. instruments. instruments.

Purpose Purpose Purpose The Declaration is a set of recommendations aimed not just The Declaration is a set of recommendations aimed not just The Declaration is a set of recommendations aimed not just at governments but also at employers’ and workers’ at governments but also at employers’ and workers’ at governments but also at employers’ and workers’ organisations (unions), and at the multinational enterprises organisations (unions), and at the multinational enterprises organisations (unions), and at the multinational enterprises themselves. As in the OECD Guidelines, the term multina- themselves. As in the OECD Guidelines, the term multina- themselves. As in the OECD Guidelines, the term multina- tional enterprises is not precisely defined. Instead multina- tional enterprises is not precisely defined. Instead multina- tional enterprises is not precisely defined. Instead multina- tionals are described as including “enterprises, whether they tionals are described as including “enterprises, whether they tionals are described as including “enterprises, whether they are of public, mixed or private ownership, which own or are of public, mixed or private ownership, which own or are of public, mixed or private ownership, which own or control production, distribution, services or other facilities control production, distribution, services or other facilities control production, distribution, services or other facilities outside the country in which they are based”. The outside the country in which they are based”. The outside the country in which they are based”. The Declaration is addressed to all levels of the enterprise. Declaration is addressed to all levels of the enterprise. Declaration is addressed to all levels of the enterprise.

12 The MNE Declaration text is available at: http://www.ilo.org/public/english/employment/multi/ 12 The MNE Declaration text is available at: http://www.ilo.org/public/english/employment/multi/ 12 The MNE Declaration text is available at: http://www.ilo.org/public/english/employment/multi/ tripartite/declaration.htm. In the light of the 30th anniversary of the MNE Declaration, an ILO examina- tripartite/declaration.htm. In the light of the 30th anniversary of the MNE Declaration, an ILO examina- tripartite/declaration.htm. In the light of the 30th anniversary of the MNE Declaration, an ILO examina- tion is underway to explore how effective practices in promoting labour principles can stimulate growth tion is underway to explore how effective practices in promoting labour principles can stimulate growth tion is underway to explore how effective practices in promoting labour principles can stimulate growth and enhance competitiveness: http://www.ilo.org/public/english/employment/multi/index.htm. and enhance competitiveness: http://www.ilo.org/public/english/employment/multi/index.htm. and enhance competitiveness: http://www.ilo.org/public/english/employment/multi/index.htm.

27 27 27 Certainly all the companies covered by the European Works Certainly all the companies covered by the European Works Certainly all the companies covered by the European Works Council Directive are part of the target group of the Council Directive are part of the target group of the Council Directive are part of the target group of the Declaration. Declaration. Declaration. The Declaration is intended to have universal application, The Declaration is intended to have universal application, The Declaration is intended to have universal application, unlike the ILO’s binding international labour conventions, unlike the ILO’s binding international labour conventions, unlike the ILO’s binding international labour conventions, which have to be ratified by individual countries before which have to be ratified by individual countries before which have to be ratified by individual countries before they apply fully. they apply fully. they apply fully.

Legal status Legal status Legal status The Declaration is a voluntary measure and is not legally The Declaration is a voluntary measure and is not legally The Declaration is a voluntary measure and is not legally binding either on governments or on the multinationals binding either on governments or on the multinationals binding either on governments or on the multinationals themselves. However, the fact that it represents an agreed themselves. However, the fact that it represents an agreed themselves. However, the fact that it represents an agreed compromise between governments, employers and unions compromise between governments, employers and unions compromise between governments, employers and unions gives it a moral authority. gives it a moral authority. gives it a moral authority.

Contents Contents Contents The Declaration consists of an introduction, a preamble, The Declaration consists of an introduction, a preamble, The Declaration consists of an introduction, a preamble, and a series of more detailed sections covering general and a series of more detailed sections covering general and a series of more detailed sections covering general policy; employment; training; conditions of work and life; policy; employment; training; conditions of work and life; policy; employment; training; conditions of work and life; and industrial relations. There is also an annex listing and industrial relations. There is also an annex listing and industrial relations. There is also an annex listing other ILO Conventions and Recommendations referred to other ILO Conventions and Recommendations referred to other ILO Conventions and Recommendations referred to in the document. in the document. in the document. For a European Works Council, much of the recommenda- For a European Works Council, much of the recommenda- For a European Works Council, much of the recommenda- tions in the more detailed sections are of direct relevance. tions in the more detailed sections are of direct relevance. tions in the more detailed sections are of direct relevance.

Introduction Introduction Introduction The introduction summarises the origin and character of The introduction summarises the origin and character of The introduction summarises the origin and character of the text and offers contact for assistance in its interpreta- the text and offers contact for assistance in its interpreta- the text and offers contact for assistance in its interpreta- tion. It also states that adhering to the ILO Tripartite or tion. It also states that adhering to the ILO Tripartite or tion. It also states that adhering to the ILO Tripartite or MNE Declaration “by all concerned would contribute to a MNE Declaration “by all concerned would contribute to a MNE Declaration “by all concerned would contribute to a climate more conductive to economic growth and social climate more conductive to economic growth and social climate more conductive to economic growth and social development”. development”. development”.

Preamble Preamble Preamble The preamble draws attention to previous work done by The preamble draws attention to previous work done by The preamble draws attention to previous work done by the ILO and other international bodies on the issue and the the ILO and other international bodies on the issue and the the ILO and other international bodies on the issue and the steps taken to get to the Declaration. It also formally steps taken to get to the Declaration. It also formally steps taken to get to the Declaration. It also formally “invites governments of States Members of the ILO, the “invites governments of States Members of the ILO, the “invites governments of States Members of the ILO, the employers' and workers' organisations concerned and the employers' and workers' organisations concerned and the employers' and workers' organisations concerned and the multinational enterprises operating in their territories to multinational enterprises operating in their territories to multinational enterprises operating in their territories to observe the Principles embodied” in the Declaration. observe the Principles embodied” in the Declaration. observe the Principles embodied” in the Declaration. It draws attention to the important role played by multina- It draws attention to the important role played by multina- It draws attention to the important role played by multina- tionals. It states that they can make a range of positive tionals. It states that they can make a range of positive tionals. It states that they can make a range of positive

28 28 28 contributions. But it also highlights the fact that their contributions. But it also highlights the fact that their contributions. But it also highlights the fact that their operations may “lead to abuse of concentrations of eco- operations may “lead to abuse of concentrations of eco- operations may “lead to abuse of concentrations of eco- nomic power and to conflicts with national policy objectives nomic power and to conflicts with national policy objectives nomic power and to conflicts with national policy objectives and with the interest of the workers”. It also points out that and with the interest of the workers”. It also points out that and with the interest of the workers”. It also points out that the complexity of multinationals’ operations may of itself the complexity of multinationals’ operations may of itself the complexity of multinationals’ operations may of itself sometimes give cause for concern. sometimes give cause for concern. sometimes give cause for concern. It states that the aim of the Declaration is “to encourage the It states that the aim of the Declaration is “to encourage the It states that the aim of the Declaration is “to encourage the positive contribution which multinational enterprises can positive contribution which multinational enterprises can positive contribution which multinational enterprises can make to economic and social progress and to minimise and make to economic and social progress and to minimise and make to economic and social progress and to minimise and resolve the difficulties to which their various operations may resolve the difficulties to which their various operations may resolve the difficulties to which their various operations may give rise”. Progress towards this aim can be made by give rise”. Progress towards this aim can be made by give rise”. Progress towards this aim can be made by governments but also through co-operation between unions governments but also through co-operation between unions governments but also through co-operation between unions and employers’ organisations. and employers’ organisations. and employers’ organisations.

General policies General policies General policies This section deals with a range of general principles. It calls This section deals with a range of general principles. It calls This section deals with a range of general principles. It calls on governments, employers, unions and multinationals to on governments, employers, unions and multinationals to on governments, employers, unions and multinationals to obey national laws and respect a range of international obey national laws and respect a range of international obey national laws and respect a range of international declarations and conventions. In particular it states that declarations and conventions. In particular it states that declarations and conventions. In particular it states that “freedom of expression and association are essential to “freedom of expression and association are essential to “freedom of expression and association are essential to sustained progress”. “Governments and States which have sustained progress”. “Governments and States which have sustained progress”. “Governments and States which have not yet ratified Conventions Nos. 29, 87, 98, 100, 105, 111, not yet ratified Conventions Nos. 29, 87, 98, 100, 105, 111, not yet ratified Conventions Nos. 29, 87, 98, 100, 105, 111, 122, 138 and 182 are urged to do so and in any event to 122, 138 and 182 are urged to do so and in any event to 122, 138 and 182 are urged to do so and in any event to apply, to the greatest extent possible, through their national apply, to the greatest extent possible, through their national apply, to the greatest extent possible, through their national policies, the principles embodied therein and in policies, the principles embodied therein and in policies, the principles embodied therein and in Recommendations Nos. 35, 90, 111, 119, 122, 146, 169, Recommendations Nos. 35, 90, 111, 119, 122, 146, 169, Recommendations Nos. 35, 90, 111, 119, 122, 146, 169, 189 and 190”.13 189 and 190”.13 189 and 190”.13 It also calls on multinationals to take into account the poli- It also calls on multinationals to take into account the poli- It also calls on multinationals to take into account the poli- cies of the countries where they operate and suggests that cies of the countries where they operate and suggests that cies of the countries where they operate and suggests that they should hold consultations with these governments and they should hold consultations with these governments and they should hold consultations with these governments and with national unions and employers’ associations. It states with national unions and employers’ associations. It states with national unions and employers’ associations. It states that the principles in the Declaration should apply equally to that the principles in the Declaration should apply equally to that the principles in the Declaration should apply equally to multinationals and companies operating in a single state. multinationals and companies operating in a single state. multinationals and companies operating in a single state.

Employment Employment Employment This section is divided into three separate headings This section is divided into three separate headings This section is divided into three separate headings covering employment promotion; equality of opportunity; covering employment promotion; equality of opportunity; covering employment promotion; equality of opportunity; and treatment and security of employment. and treatment and security of employment. and treatment and security of employment.

13 The ILO Conventions as well as tables of the signatory countries are available at ILOLEX: http:// 13 The ILO Conventions as well as tables of the signatory countries are available at ILOLEX: http:// 13 The ILO Conventions as well as tables of the signatory countries are available at ILOLEX: http:// www.ilo.org/ilolex/english/convdisp1.htm, the ILO Recommendations at: http://www.ilo.org/ilolex/ www.ilo.org/ilolex/english/convdisp1.htm, the ILO Recommendations at: http://www.ilo.org/ilolex/ www.ilo.org/ilolex/english/convdisp1.htm, the ILO Recommendations at: http://www.ilo.org/ilolex/ english/recdisp1.htm. english/recdisp1.htm. english/recdisp1.htm.

29 29 29 Under employment promotion the Declaration calls on Under employment promotion the Declaration calls on Under employment promotion the Declaration calls on governments, particularly in developing countries to pursue governments, particularly in developing countries to pursue governments, particularly in developing countries to pursue an active policy promoting full employment. an active policy promoting full employment. an active policy promoting full employment. Multinationals should try to increase employment opportuni- Multinationals should try to increase employment opportuni- Multinationals should try to increase employment opportuni- ties and standards and should consult with national govern- ties and standards and should consult with national govern- ties and standards and should consult with national govern- ments and trade unions about their employment plans. ments and trade unions about their employment plans. ments and trade unions about their employment plans. They should give priority to the recruitment and training of They should give priority to the recruitment and training of They should give priority to the recruitment and training of citizens from the countries where they are operating and citizens from the countries where they are operating and citizens from the countries where they are operating and they should, as far as possible adapt the technologies they they should, as far as possible adapt the technologies they they should, as far as possible adapt the technologies they use to the needs of the host countries. They should also try use to the needs of the host countries. They should also try use to the needs of the host countries. They should also try to use local materials and suppliers in developing countries. to use local materials and suppliers in developing countries. to use local materials and suppliers in developing countries. Under equality of opportunity and treatment govern- Under equality of opportunity and treatment govern- Under equality of opportunity and treatment govern- ments are urged to “pursue policies designed to promote ments are urged to “pursue policies designed to promote ments are urged to “pursue policies designed to promote equality of opportunity and treatment in employment, with a equality of opportunity and treatment in employment, with a equality of opportunity and treatment in employment, with a view to eliminating any discrimination based on race, colour, view to eliminating any discrimination based on race, colour, view to eliminating any discrimination based on race, colour, sex, religion, political opinion, national extraction or social sex, religion, political opinion, national extraction or social sex, religion, political opinion, national extraction or social origin”. These policies should also be taken up by multina- origin”. These policies should also be taken up by multina- origin”. These policies should also be taken up by multina- tional enterprises, although they should in addition take ac- tional enterprises, although they should in addition take ac- tional enterprises, although they should in addition take ac- count of government polices intended to counteract past count of government polices intended to counteract past count of government polices intended to counteract past discrimination. discrimination. discrimination. Under the heading security of employment both govern- Under the heading security of employment both govern- Under the heading security of employment both govern- ments and multinationals themselves are required to take ments and multinationals themselves are required to take ments and multinationals themselves are required to take suitable measure to deal with the employment impact that suitable measure to deal with the employment impact that suitable measure to deal with the employment impact that multinational operations may have. multinational operations may have. multinational operations may have. Multinationals should aim to provide “stable employment” Multinationals should aim to provide “stable employment” Multinationals should aim to provide “stable employment” and indeed play a leading role in promoting the security of and indeed play a leading role in promoting the security of and indeed play a leading role in promoting the security of employment. Where there are major changes including employment. Where there are major changes including employment. Where there are major changes including take-overs or transfers of production with significant em- take-overs or transfers of production with significant em- take-overs or transfers of production with significant em- ployment, multinationals should provide “reasonable notice” ployment, multinationals should provide “reasonable notice” ployment, multinationals should provide “reasonable notice” to the government authorities, employee representatives to the government authorities, employee representatives to the government authorities, employee representatives and unions. This is in order to make possible a joint exami- and unions. This is in order to make possible a joint exami- and unions. This is in order to make possible a joint exami- nation of the implications and to look for ways of minimising nation of the implications and to look for ways of minimising nation of the implications and to look for ways of minimising the adverse effects. This is particularly the case for closure the adverse effects. This is particularly the case for closure the adverse effects. This is particularly the case for closure with consequent job losses. with consequent job losses. with consequent job losses. The Declaration also states that “arbitrary dismissal proce- The Declaration also states that “arbitrary dismissal proce- The Declaration also states that “arbitrary dismissal proce- dures should be avoided” and governments should co- dures should be avoided” and governments should co- dures should be avoided” and governments should co- operate with multinationals and other companies to provide operate with multinationals and other companies to provide operate with multinationals and other companies to provide some form of income protection for those who have lost some form of income protection for those who have lost some form of income protection for those who have lost their jobs. their jobs. their jobs.

30 30 30 Training Training Training Governments are urged to develop national policies for Governments are urged to develop national policies for Governments are urged to develop national policies for training and multinationals should provide “relevant training” training and multinationals should provide “relevant training” training and multinationals should provide “relevant training” for all levels of employees in their operations. It may be for all levels of employees in their operations. It may be for all levels of employees in their operations. It may be appropriate for unions and other bodies to be involved in appropriate for unions and other bodies to be involved in appropriate for unions and other bodies to be involved in this training. In developing countries, multinationals should this training. In developing countries, multinationals should this training. In developing countries, multinationals should participate in national training programmes aimed at improv- participate in national training programmes aimed at improv- participate in national training programmes aimed at improv- ing skills and provide opportunities for local managers, in- ing skills and provide opportunities for local managers, in- ing skills and provide opportunities for local managers, in- cluding a broader experience of industrial relations. cluding a broader experience of industrial relations. cluding a broader experience of industrial relations.

Conditions of work and life Conditions of work and life Conditions of work and life This section is divided into three headings covering: wages, This section is divided into three headings covering: wages, This section is divided into three headings covering: wages, benefits and conditions of work; minimum age; and safety benefits and conditions of work; minimum age; and safety benefits and conditions of work; minimum age; and safety and health. and health. and health. Under wages, benefits and conditions of work offered, Under wages, benefits and conditions of work offered, Under wages, benefits and conditions of work offered, the Declaration states that they should be no worse in multi- the Declaration states that they should be no worse in multi- the Declaration states that they should be no worse in multi- nationals than those offered by comparable employers in nationals than those offered by comparable employers in nationals than those offered by comparable employers in the country concerned. Governments are again urged to the country concerned. Governments are again urged to the country concerned. Governments are again urged to additionally ratify and apply ILO Conventions Nos. 119, 115, additionally ratify and apply ILO Conventions Nos. 119, 115, additionally ratify and apply ILO Conventions Nos. 119, 115, 136 and 139, as well as ILO Recommendations Nos. 118, 136 and 139, as well as ILO Recommendations Nos. 118, 136 and 139, as well as ILO Recommendations Nos. 118, 114, 144 and 147 and take into account the latest list of ILO 114, 144 and 147 and take into account the latest list of ILO 114, 144 and 147 and take into account the latest list of ILO publications on occupational safety and health. publications on occupational safety and health. publications on occupational safety and health. In developing countries, multinationals should offer the best In developing countries, multinationals should offer the best In developing countries, multinationals should offer the best possible wages, benefits and conditions of work. At the possible wages, benefits and conditions of work. At the possible wages, benefits and conditions of work. At the very least they should be enough to meet the basic needs very least they should be enough to meet the basic needs very least they should be enough to meet the basic needs of workers and their families and governments should try to of workers and their families and governments should try to of workers and their families and governments should try to ensure that the benefits of the operations of multinationals ensure that the benefits of the operations of multinationals ensure that the benefits of the operations of multinationals are as widely spread as possible. are as widely spread as possible. are as widely spread as possible. Under minimum age, multinational and national companies Under minimum age, multinational and national companies Under minimum age, multinational and national companies should “as a matter of urgency” secure the abolition of child should “as a matter of urgency” secure the abolition of child should “as a matter of urgency” secure the abolition of child labour by respecting the “minimum age for admission to labour by respecting the “minimum age for admission to labour by respecting the “minimum age for admission to employment or work”. employment or work”. employment or work”. Under safety and health, governments are required to en- Under safety and health, governments are required to en- Under safety and health, governments are required to en- sure “both multinational and national enterprises provide sure “both multinational and national enterprises provide sure “both multinational and national enterprises provide adequate safety and health standards for their employees”. adequate safety and health standards for their employees”. adequate safety and health standards for their employees”. Multinationals should have the highest standards of health Multinationals should have the highest standards of health Multinationals should have the highest standards of health and safety and should make use of the expertise and infor- and safety and should make use of the expertise and infor- and safety and should make use of the expertise and infor- mation they have obtained from other parts of their opera- mation they have obtained from other parts of their opera- mation they have obtained from other parts of their opera- tions. Where relevant this information should be supplied tions. Where relevant this information should be supplied tions. Where relevant this information should be supplied on request to national authorities and unions and employ- on request to national authorities and unions and employ- on request to national authorities and unions and employ- ers’ associations. ers’ associations. ers’ associations.

31 31 31 Multinationals should also co-operate with international and Multinationals should also co-operate with international and Multinationals should also co-operate with international and national bodies on health and safety and, where this is na- national bodies on health and safety and, where this is na- national bodies on health and safety and, where this is na- tional practice, with employee representatives and unions. tional practice, with employee representatives and unions. tional practice, with employee representatives and unions. In some cases it may be appropriate to reach agreements In some cases it may be appropriate to reach agreements In some cases it may be appropriate to reach agreements on health and safety with employee representatives or un- on health and safety with employee representatives or un- on health and safety with employee representatives or un- ions. ions. ions.

Industrial relations Industrial relations Industrial relations After a general statement that “multinational enterprises After a general statement that “multinational enterprises After a general statement that “multinational enterprises should observe standards of industrial relations not less should observe standards of industrial relations not less should observe standards of industrial relations not less favourable than those observed by comparable employers favourable than those observed by comparable employers favourable than those observed by comparable employers in the country concerned”, this section deals with the issues in the country concerned”, this section deals with the issues in the country concerned”, this section deals with the issues under five headings. These are: freedom of association and under five headings. These are: freedom of association and under five headings. These are: freedom of association and the right to organize; collective bargaining; consultation; the right to organize; collective bargaining; consultation; the right to organize; collective bargaining; consultation; examination of grievances; and settlement of industrial dis- examination of grievances; and settlement of industrial dis- examination of grievances; and settlement of industrial dis- putes. putes. putes. Under the heading freedom of association and the right Under the heading freedom of association and the right Under the heading freedom of association and the right to organise, the Declaration makes clear that workers in to organise, the Declaration makes clear that workers in to organise, the Declaration makes clear that workers in multinationals, like those in national companies, should multinationals, like those in national companies, should multinationals, like those in national companies, should ”have the right to establish and …join organisations of their ”have the right to establish and …join organisations of their ”have the right to establish and …join organisations of their own choosing”. They should be protected against “acts of own choosing”. They should be protected against “acts of own choosing”. They should be protected against “acts of anti-union discrimination”. Multinationals are encouraged to anti-union discrimination”. Multinationals are encouraged to anti-union discrimination”. Multinationals are encouraged to join employers’ organisations, where appropriate, and nei- join employers’ organisations, where appropriate, and nei- join employers’ organisations, where appropriate, and nei- ther unions nor employers’ organisations representing multi- ther unions nor employers’ organisations representing multi- ther unions nor employers’ organisations representing multi- nationals should interfere in one another’s affairs. Govern- nationals should interfere in one another’s affairs. Govern- nationals should interfere in one another’s affairs. Govern- ments should apply ILO Convention No. 87, Article 5, by ments should apply ILO Convention No. 87, Article 5, by ments should apply ILO Convention No. 87, Article 5, by permitting employers’ and employees’ organisations the permitting employers’ and employees’ organisations the permitting employers’ and employees’ organisations the affiliation to international organisations of their own choice. affiliation to international organisations of their own choice. affiliation to international organisations of their own choice. Governments are encouraged to allow unions representing Governments are encouraged to allow unions representing Governments are encouraged to allow unions representing multinational employees or employers’ organisations repre- multinational employees or employers’ organisations repre- multinational employees or employers’ organisations repre- senting the multinationals themselves to affiliate to the inter- senting the multinationals themselves to affiliate to the inter- senting the multinationals themselves to affiliate to the inter- national union and employer bodies of their choice. Gov- national union and employer bodies of their choice. Gov- national union and employer bodies of their choice. Gov- ernments should not limit employees’ freedom to join unions ernments should not limit employees’ freedom to join unions ernments should not limit employees’ freedom to join unions or to engage in collective bargaining in order to attract for- or to engage in collective bargaining in order to attract for- or to engage in collective bargaining in order to attract for- eign investment. eign investment. eign investment. Employee representatives in multinationals should be able Employee representatives in multinationals should be able Employee representatives in multinationals should be able to meet one another and governments should not restrict to meet one another and governments should not restrict to meet one another and governments should not restrict the entry of employee or trade union representatives from the entry of employee or trade union representatives from the entry of employee or trade union representatives from other countries. other countries. other countries. Under the collective bargaining heading, the Declaration Under the collective bargaining heading, the Declaration Under the collective bargaining heading, the Declaration states that unions representing employees in multinationals states that unions representing employees in multinationals states that unions representing employees in multinationals should be recognised for collective bargaining, “in accor- should be recognised for collective bargaining, “in accor- should be recognised for collective bargaining, “in accor-

32 32 32 dance with national law and practice”. Negotiations be- dance with national law and practice”. Negotiations be- dance with national law and practice”. Negotiations be- tween unions and employers or employers’ associations tween unions and employers or employers’ associations tween unions and employers or employers’ associations should be encouraged and promoted with the aim that should be encouraged and promoted with the aim that should be encouraged and promoted with the aim that terms and conditions of employment should be regulated by terms and conditions of employment should be regulated by terms and conditions of employment should be regulated by collective agreements. The measures taken to do this collective agreements. The measures taken to do this collective agreements. The measures taken to do this should be “appropriate to national conditions”. Multination- should be “appropriate to national conditions”. Multination- should be “appropriate to national conditions”. Multination- als should give employee representatives the facilities they als should give employee representatives the facilities they als should give employee representatives the facilities they need to negotiate effectively and should ensure that those need to negotiate effectively and should ensure that those need to negotiate effectively and should ensure that those with whom they are negotiating are able to take decisions with whom they are negotiating are able to take decisions with whom they are negotiating are able to take decisions on the matters under discussion. They should also provide on the matters under discussion. They should also provide on the matters under discussion. They should also provide them with the information they need to bargain both about them with the information they need to bargain both about them with the information they need to bargain both about the local company and, where appropriate, the multinational the local company and, where appropriate, the multinational the local company and, where appropriate, the multinational as a whole. Governments should also, in certain circum- as a whole. Governments should also, in certain circum- as a whole. Governments should also, in certain circum- stances, provide information to unions which would help stances, provide information to unions which would help stances, provide information to unions which would help collective bargaining, and multinationals should be willing to collective bargaining, and multinationals should be willing to collective bargaining, and multinationals should be willing to provide information for this purpose to governments where provide information for this purpose to governments where provide information for this purpose to governments where possible. possible. possible. Multinationals should not threaten to transfer production or Multinationals should not threaten to transfer production or Multinationals should not threaten to transfer production or move employees from one country to another either to influ- move employees from one country to another either to influ- move employees from one country to another either to influ- ence the course of negotiations or to prevent workers from ence the course of negotiations or to prevent workers from ence the course of negotiations or to prevent workers from joining unions. joining unions. joining unions. Collective agreements should include arrangements’ provi- Collective agreements should include arrangements’ provi- Collective agreements should include arrangements’ provi- sions for settling disputes on how they are to be interpreted sions for settling disputes on how they are to be interpreted sions for settling disputes on how they are to be interpreted and applied and how rights and responsibilities are mutually and applied and how rights and responsibilities are mutually and applied and how rights and responsibilities are mutually respected. respected. respected. On consultation, the Declaration simply states that there On consultation, the Declaration simply states that there On consultation, the Declaration simply states that there should be “regular consultation on matters of mutual con- should be “regular consultation on matters of mutual con- should be “regular consultation on matters of mutual con- cern” using systems agreed between the employers and cern” using systems agreed between the employers and cern” using systems agreed between the employers and employees and their representatives, “in accordance with employees and their representatives, “in accordance with employees and their representatives, “in accordance with national law and practice”. It also states that “such consul- national law and practice”. It also states that “such consul- national law and practice”. It also states that “such consul- tation should not be a substitute for collective bargaining”. tation should not be a substitute for collective bargaining”. tation should not be a substitute for collective bargaining”. Under the heading examination of grievances, the Decla- Under the heading examination of grievances, the Decla- Under the heading examination of grievances, the Decla- ration states that any worker with a grievance either indi- ration states that any worker with a grievance either indi- ration states that any worker with a grievance either indi- vidually or with others should have the right to submit that vidually or with others should have the right to submit that vidually or with others should have the right to submit that grievance and have it appropriately examined without suf- grievance and have it appropriately examined without suf- grievance and have it appropriately examined without suf- fering any detriment. This is particularly important in coun- fering any detriment. This is particularly important in coun- fering any detriment. This is particularly important in coun- tries which do not guarantee rights on joining unions, bar- tries which do not guarantee rights on joining unions, bar- tries which do not guarantee rights on joining unions, bar- gaining collectively and prohibiting forced labour. gaining collectively and prohibiting forced labour. gaining collectively and prohibiting forced labour. On the settlement of industrial disputes, the Declaration On the settlement of industrial disputes, the Declaration On the settlement of industrial disputes, the Declaration calls on multinationals and unions to set up appropriate vol- calls on multinationals and unions to set up appropriate vol- calls on multinationals and unions to set up appropriate vol- untary conciliation machinery, including arbitration in some untary conciliation machinery, including arbitration in some untary conciliation machinery, including arbitration in some cases to prevent and settle industrial disputes. This ma- cases to prevent and settle industrial disputes. This ma- cases to prevent and settle industrial disputes. This ma-

33 33 33 chinery should provide for equal representation of employ- chinery should provide for equal representation of employ- chinery should provide for equal representation of employ- ers and employees. ers and employees. ers and employees.

Monitoring Monitoring Monitoring Originally developed in 1980 and revised in 1986, there is Originally developed in 1980 and revised in 1986, there is Originally developed in 1980 and revised in 1986, there is an agreed system for deciding on the interpretation of the an agreed system for deciding on the interpretation of the an agreed system for deciding on the interpretation of the MNE Declaration in specific cases. Requests for interpreta- MNE Declaration in specific cases. Requests for interpreta- MNE Declaration in specific cases. Requests for interpreta- tion of an “actual situation” on the meaning or application of tion of an “actual situation” on the meaning or application of tion of an “actual situation” on the meaning or application of the Declarations’ provisions can be submitted to the the Declarations’ provisions can be submitted to the the Declarations’ provisions can be submitted to the “Office”, that is in this case the ILO Governing Body and its “Office”, that is in this case the ILO Governing Body and its “Office”, that is in this case the ILO Governing Body and its Subcommittee on Multinational Enterprises. A request must Subcommittee on Multinational Enterprises. A request must Subcommittee on Multinational Enterprises. A request must meet certain criteria. Once they are verified, an internal pro- meet certain criteria. Once they are verified, an internal pro- meet certain criteria. Once they are verified, an internal pro- cedure starts and at the end a reply approved by the Gov- cedure starts and at the end a reply approved by the Gov- cedure starts and at the end a reply approved by the Gov- erning Body is forwarded to the parties concerned and pub- erning Body is forwarded to the parties concerned and pub- erning Body is forwarded to the parties concerned and pub- lished in the Official Bulletin and the electronic ILOLEX of lished in the Official Bulletin and the electronic ILOLEX of lished in the Official Bulletin and the electronic ILOLEX of the ILO. But if there is no approval by the Subcommittee, no the ILO. But if there is no approval by the Subcommittee, no the ILO. But if there is no approval by the Subcommittee, no interpretation is issued.14 interpretation is issued.14 interpretation is issued.14 Finally, the MNE Declaration’s impact is assessed every Finally, the MNE Declaration’s impact is assessed every Finally, the MNE Declaration’s impact is assessed every four years on the basis of information from governments four years on the basis of information from governments four years on the basis of information from governments unions and employers.15 unions and employers.15 unions and employers.15

14 For interpretation procedure, cases and the Interpretation Request Form go to: http://www-ilo- 14 For interpretation procedure, cases and the Interpretation Request Form go to: http://www-ilo- 14 For interpretation procedure, cases and the Interpretation Request Form go to: http://www-ilo- mirror.cornell.edu/public/english/employment/multi/dispute.htm. mirror.cornell.edu/public/english/employment/multi/dispute.htm. mirror.cornell.edu/public/english/employment/multi/dispute.htm. 15 “Eighth Survey on the effect given to the Tripartite Declaration of Principles concerning Multinational 15 “Eighth Survey on the effect given to the Tripartite Declaration of Principles concerning Multinational 15 “Eighth Survey on the effect given to the Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy: Analytical report of the Working group on the reports submitted by Enterprises and Social Policy: Analytical report of the Working group on the reports submitted by Enterprises and Social Policy: Analytical report of the Working group on the reports submitted by governments and by employers’ and workers’ organizations (Part 1)”, ILO Subcommittee on Multina- governments and by employers’ and workers’ organizations (Part 1)”, ILO Subcommittee on Multina- governments and by employers’ and workers’ organizations (Part 1)”, ILO Subcommittee on Multina- tional Enterprises, GB.295/MNE/1/1, Geneva, March 2006. tional Enterprises, GB.295/MNE/1/1, Geneva, March 2006. tional Enterprises, GB.295/MNE/1/1, Geneva, March 2006.

34 34 34 ILO Declaration ILO Declaration ILO Declaration on Fundamental on Fundamental on Fundamental Principles and Rights Principles and Rights Principles and Rights at Work at Work at Work

Background Background Background The ILO Declaration on Fundamental Principles and Rights The ILO Declaration on Fundamental Principles and Rights The ILO Declaration on Fundamental Principles and Rights at Work16 was adopted in June 1998 as a 1 response, in at Work16 was adopted in June 1998 as a 1 response, in at Work16 was adopted in June 1998 as a 1 response, in the words of Michel Hansenne, the ILO’s Director General the words of Michel Hansenne, the ILO’s Director General the words of Michel Hansenne, the ILO’s Director General at that time, to “the challenges of globalisation”. at that time, to “the challenges of globalisation”. at that time, to “the challenges of globalisation”. The Declaration emerged out of a growing discussion as to The Declaration emerged out of a growing discussion as to The Declaration emerged out of a growing discussion as to how minimum labour standards could be linked with how minimum labour standards could be linked with how minimum labour standards could be linked with increasing free trade in goods and services. There was increasing free trade in goods and services. There was increasing free trade in goods and services. There was concern that these standards could not be guaranteed, concern that these standards could not be guaranteed, concern that these standards could not be guaranteed, because many countries had not adopted the binding ILO because many countries had not adopted the binding ILO because many countries had not adopted the binding ILO Labour Conventions, which would make them legally Labour Conventions, which would make them legally Labour Conventions, which would make them legally enforceable. At the same time some countries feared that if enforceable. At the same time some countries feared that if enforceable. At the same time some countries feared that if labour standards were incorporated into trade agreements labour standards were incorporated into trade agreements labour standards were incorporated into trade agreements they would be used as a form of protectionism. they would be used as a form of protectionism. they would be used as a form of protectionism. The Declaration is seen by the ILO as the culmination of The Declaration is seen by the ILO as the culmination of The Declaration is seen by the ILO as the culmination of this process in that it covers the core labour standards but this process in that it covers the core labour standards but this process in that it covers the core labour standards but also includes clear commitment to a mechanism for also includes clear commitment to a mechanism for also includes clear commitment to a mechanism for enforcing them through a system of country and global enforcing them through a system of country and global enforcing them through a system of country and global reports. reports. reports.

Purpose and scope Purpose and scope Purpose and scope The Declaration deals primarily with the duties of govern- The Declaration deals primarily with the duties of govern- The Declaration deals primarily with the duties of govern- ments to promote and protect four core labour standards, ments to promote and protect four core labour standards, ments to promote and protect four core labour standards, although in practice it is employers who must abide by the although in practice it is employers who must abide by the although in practice it is employers who must abide by the standards set (see below). standards set (see below). standards set (see below). It applies to all 181 states belonging to the ILO, in effect the It applies to all 181 states belonging to the ILO, in effect the It applies to all 181 states belonging to the ILO, in effect the vast majority of countries in the world.17 vast majority of countries in the world.17 vast majority of countries in the world.17

Legal status Legal status Legal status Unlike ILO Conventions, which, once a Member State has Unlike ILO Conventions, which, once a Member State has Unlike ILO Conventions, which, once a Member State has ratified them, are legally binding, the terms of the Declara- ratified them, are legally binding, the terms of the Declara- ratified them, are legally binding, the terms of the Declara-

16 The text of the Declaration is available at: http://www.ilo.org/dyn/declaris/ 16 The text of the Declaration is available at: http://www.ilo.org/dyn/declaris/ 16 The text of the Declaration is available at: http://www.ilo.org/dyn/declaris/ DECLARATIONWEB.static_jump?var_language=EN&var_pagename=DECLARATIONTEXT. DECLARATIONWEB.static_jump?var_language=EN&var_pagename=DECLARATIONTEXT. DECLARATIONWEB.static_jump?var_language=EN&var_pagename=DECLARATIONTEXT. 17 Alphabetical list of ILO Member countries: http://www.ilo.org/public/english/standards/relm/ 17 Alphabetical list of ILO Member countries: http://www.ilo.org/public/english/standards/relm/ 17 Alphabetical list of ILO Member countries: http://www.ilo.org/public/english/standards/relm/ country.htm country.htm country.htm

35 35 35

ILO Declaration ILO Declaration ILO Declaration

Is the government one of the 181 ILO Member Is the government one of the 181 ILO Member Is the government one of the 181 ILO Member States? Then they must report annually to the States? Then they must report annually to the States? Then they must report annually to the ILO on the efforts they make to promote and ILO on the efforts they make to promote and ILO on the efforts they make to promote and implement the fundamental principles and rights implement the fundamental principles and rights implement the fundamental principles and rights at work and on their intention to ratify the core at work and on their intention to ratify the core at work and on their intention to ratify the core labour Conventions. labour Conventions. labour Conventions. You encounter, for instance, a form of child or You encounter, for instance, a form of child or You encounter, for instance, a form of child or forced labour in the country? Then report your forced labour in the country? Then report your forced labour in the country? Then report your observation to the government and/or the ILO. It observation to the government and/or the ILO. It observation to the government and/or the ILO. It will be considered in the Declaration Annual will be considered in the Declaration Annual will be considered in the Declaration Annual Review and thus made public. Review and thus made public. Review and thus made public. Complaints regarding any ILO conventions are Complaints regarding any ILO conventions are Complaints regarding any ILO conventions are considered by the Committee of Experts on the considered by the Committee of Experts on the considered by the Committee of Experts on the Application of Conventions and Application of Conventions and Application of Conventions and Recommendations. Recommendations. Recommendations. However, because freedom of association is so However, because freedom of association is so However, because freedom of association is so central to labour rights, there is a special ILO central to labour rights, there is a special ILO central to labour rights, there is a special ILO Committee on Freedom of Association (CFA) that Committee on Freedom of Association (CFA) that Committee on Freedom of Association (CFA) that considers complaints regarding Conventions 87 considers complaints regarding Conventions 87 considers complaints regarding Conventions 87 and 98 which concern freedom of association and and 98 which concern freedom of association and and 98 which concern freedom of association and collective bargaining. collective bargaining. collective bargaining. The CFA consists of 10 members, 3 from each The CFA consists of 10 members, 3 from each The CFA consists of 10 members, 3 from each group (workers, employers, government) plus an group (workers, employers, government) plus an group (workers, employers, government) plus an independent chairman. It meets twice a year and independent chairman. It meets twice a year and independent chairman. It meets twice a year and considers evidence submitted from all interested considers evidence submitted from all interested considers evidence submitted from all interested parties. parties. parties. The submissions of the parties are not publicly The submissions of the parties are not publicly The submissions of the parties are not publicly available, nor even available to other parties in available, nor even available to other parties in available, nor even available to other parties in the case. the case. the case. Complaints can be submitted concurrently with Complaints can be submitted concurrently with Complaints can be submitted concurrently with the measures taken on the national level. The the measures taken on the national level. The the measures taken on the national level. The union is not required to wait until all national union is not required to wait until all national union is not required to wait until all national measures are exhausted despite employer efforts measures are exhausted despite employer efforts measures are exhausted despite employer efforts in recent years to impose this obligation. in recent years to impose this obligation. in recent years to impose this obligation. Nevertheless, probably the most common Nevertheless, probably the most common Nevertheless, probably the most common government defense is that mechanisms under government defense is that mechanisms under government defense is that mechanisms under national law are sufficient to protect worker national law are sufficient to protect worker national law are sufficient to protect worker rights. rights. rights. tion cannot be enforced in a court of law. Indeed one rea- tion cannot be enforced in a court of law. Indeed one rea- tion cannot be enforced in a court of law. Indeed one rea- son why the Declaration was adopted was because there son why the Declaration was adopted was because there son why the Declaration was adopted was because there was no consensus among ILO Members for the core stan- was no consensus among ILO Members for the core stan- was no consensus among ILO Members for the core stan- dards to be made binding. However, as the Declaration dards to be made binding. However, as the Declaration dards to be made binding. However, as the Declaration itself points out, all Member States “even if they have not itself points out, all Member States “even if they have not itself points out, all Member States “even if they have not ratified the Conventions in question, have an obligation ratified the Conventions in question, have an obligation ratified the Conventions in question, have an obligation arising from the very fact of membership in the Organization arising from the very fact of membership in the Organization arising from the very fact of membership in the Organization [ILO], to respect, to promote and to realize, in good faith [ILO], to respect, to promote and to realize, in good faith [ILO], to respect, to promote and to realize, in good faith and in accordance with the Constitution, the principles” and in accordance with the Constitution, the principles” and in accordance with the Constitution, the principles” dealing with the core labour standards. dealing with the core labour standards. dealing with the core labour standards.

Contents Contents Contents The Declaration is divided into a preamble, the main text The Declaration is divided into a preamble, the main text The Declaration is divided into a preamble, the main text body and an annex, which is described as an “integral part body and an annex, which is described as an “integral part body and an annex, which is described as an “integral part of this Declaration” which deals with how the Declaration is of this Declaration” which deals with how the Declaration is of this Declaration” which deals with how the Declaration is to be followed-up. For members of a European Works to be followed-up. For members of a European Works to be followed-up. For members of a European Works Council, the key issues are likely to be the core labour stan- Council, the key issues are likely to be the core labour stan- Council, the key issues are likely to be the core labour stan- dards themselves and the clear statement of their applica- dards themselves and the clear statement of their applica- dards themselves and the clear statement of their applica- tion to all ILO Members. tion to all ILO Members. tion to all ILO Members.

Preamble Preamble Preamble The preamble outlines the general convictions and objec- The preamble outlines the general convictions and objec- The preamble outlines the general convictions and objec- tives of the ILO. tives of the ILO. tives of the ILO.

Main body Main body Main body This states first that, by their membership of the ILO, states This states first that, by their membership of the ILO, states This states first that, by their membership of the ILO, states have endorsed certain key principles and rights and have have endorsed certain key principles and rights and have have endorsed certain key principles and rights and have agreed to work towards achieving these objectives. agreed to work towards achieving these objectives. agreed to work towards achieving these objectives. It then points out that these principles and rights have been It then points out that these principles and rights have been It then points out that these principles and rights have been set out in binding Conventions, which some states have set out in binding Conventions, which some states have set out in binding Conventions, which some states have ratified, but that all Members, even if they have not ratified ratified, but that all Members, even if they have not ratified ratified, but that all Members, even if they have not ratified them, have a duty “to respect, to promote and to realise” them, have a duty “to respect, to promote and to realise” them, have a duty “to respect, to promote and to realise” certain key principles. certain key principles. certain key principles. These four core labour standards are: These four core labour standards are: These four core labour standards are: • “freedom of association and the effective recognition of • “freedom of association and the effective recognition of • “freedom of association and the effective recognition of the right to collective bargaining [Nos. 87 and 98]; the right to collective bargaining [Nos. 87 and 98]; the right to collective bargaining [Nos. 87 and 98]; • the elimination of all forms of forced or compulsory • the elimination of all forms of forced or compulsory • the elimination of all forms of forced or compulsory labour [No. 29]; labour [No. 29]; labour [No. 29]; • the effective abolition of child labour [No. 182]; and • the effective abolition of child labour [No. 182]; and • the effective abolition of child labour [No. 182]; and • the elimination of discrimination in respect of employ- • the elimination of discrimination in respect of employ- • the elimination of discrimination in respect of employ- ment and occupation [No. 111].” ment and occupation [No. 111].” ment and occupation [No. 111].”

37 37 37 The Declaration then commits the ILO to help Member The Declaration then commits the ILO to help Member The Declaration then commits the ILO to help Member States to attain compliance with these core labour stan- States to attain compliance with these core labour stan- States to attain compliance with these core labour stan- dards by: dards by: dards by: • offering technical advice and assistance; • offering technical advice and assistance; • offering technical advice and assistance; • assisting Member States which have not ratified the • assisting Member States which have not ratified the • assisting Member States which have not ratified the appropriate conventions to abide by the principles which appropriate conventions to abide by the principles which appropriate conventions to abide by the principles which underlie them; and underlie them; and underlie them; and • helping in the creation of a climate for economic and • helping in the creation of a climate for economic and • helping in the creation of a climate for economic and social development. social development. social development. The ILO also promises to encourage other international The ILO also promises to encourage other international The ILO also promises to encourage other international institutions, in effect bodies like the World Bank and the institutions, in effect bodies like the World Bank and the institutions, in effect bodies like the World Bank and the International Monetary Fund, to support Member States’ International Monetary Fund, to support Member States’ International Monetary Fund, to support Member States’ efforts to comply with these standards. efforts to comply with these standards. efforts to comply with these standards.

Annex Annex Annex The Declaration contains a commitment to an effective The Declaration contains a commitment to an effective The Declaration contains a commitment to an effective “promotional follow-up” the details of which are set out in “promotional follow-up” the details of which are set out in “promotional follow-up” the details of which are set out in the annex; one important element is the Annual Review the annex; one important element is the Annual Review the annex; one important element is the Annual Review which also includes information from governments, which also includes information from governments, which also includes information from governments, employers” organisations and unions.18 employers” organisations and unions.18 employers” organisations and unions.18 Finally the Declaration stresses that labour standards and Finally the Declaration stresses that labour standards and Finally the Declaration stresses that labour standards and the Declaration itself should not be used as a cover for pro- the Declaration itself should not be used as a cover for pro- the Declaration itself should not be used as a cover for pro- tectionism or a mechanism for questioning any country’s tectionism or a mechanism for questioning any country’s tectionism or a mechanism for questioning any country’s comparative advantage in trade. In other words the Decla- comparative advantage in trade. In other words the Decla- comparative advantage in trade. In other words the Decla- ration should not be used to question developing countries’ ration should not be used to question developing countries’ ration should not be used to question developing countries’ lower wages. lower wages. lower wages.

18 For the Declaration Annual Review database go to: http://www.ilo.org/dyn/declaris/ 18 For the Declaration Annual Review database go to: http://www.ilo.org/dyn/declaris/ 18 For the Declaration Annual Review database go to: http://www.ilo.org/dyn/declaris/ DECLARATIONWEB.ANNUALREVIEWDATABASE?var_language=EN. DECLARATIONWEB.ANNUALREVIEWDATABASE?var_language=EN. DECLARATIONWEB.ANNUALREVIEWDATABASE?var_language=EN.

38 38 38 Global Compact Global Compact Global Compact

Background and purpose Background and purpose Background and purpose The Global Compact was proposed by former Secretary- The Global Compact was proposed by former Secretary- The Global Compact was proposed by former Secretary- General of the United Nations, Kofi Annan, in January 1999 General of the United Nations, Kofi Annan, in January 1999 General of the United Nations, Kofi Annan, in January 1999 at the World Economic Forum in Davos, Switzerland. Talk- at the World Economic Forum in Davos, Switzerland. Talk- at the World Economic Forum in Davos, Switzerland. Talk- ing to the chief executives of some of the world’s largest ing to the chief executives of some of the world’s largest ing to the chief executives of some of the world’s largest multinationals, he called on them to “initiate a global com- multinationals, he called on them to “initiate a global com- multinationals, he called on them to “initiate a global com- pact of shared values and principles, which will give a pact of shared values and principles, which will give a pact of shared values and principles, which will give a human face to the global market”. In particular he asked human face to the global market”. In particular he asked human face to the global market”. In particular he asked them to “embrace, support and enact, within their sphere of them to “embrace, support and enact, within their sphere of them to “embrace, support and enact, within their sphere of influence, a set of core values in the areas of human rights, influence, a set of core values in the areas of human rights, influence, a set of core values in the areas of human rights, labour standards, the environmental, and anti-corruption”. labour standards, the environmental, and anti-corruption”. labour standards, the environmental, and anti-corruption”. UNI was one of three union bodies involved in a meeting to UNI was one of three union bodies involved in a meeting to UNI was one of three union bodies involved in a meeting to launch the initiative in New York in July 2000 and is con- launch the initiative in New York in July 2000 and is con- launch the initiative in New York in July 2000 and is con- sistently including the Global Compact’s principles in its sistently including the Global Compact’s principles in its sistently including the Global Compact’s principles in its Global Framework Agreements. Global Framework Agreements. Global Framework Agreements.

Legal status and scope Legal status and scope Legal status and scope Global Compact is not a regulatory instrument but a joint Global Compact is not a regulatory instrument but a joint Global Compact is not a regulatory instrument but a joint voluntary initiative or network of all relevant social actors, voluntary initiative or network of all relevant social actors, voluntary initiative or network of all relevant social actors, with the Global Compact Office and six UN agencies at its with the Global Compact Office and six UN agencies at its with the Global Compact Office and six UN agencies at its core.19 The UN clearly accredits unions to play a role core.19 The UN clearly accredits unions to play a role core.19 The UN clearly accredits unions to play a role because they are “part of both industry and civil society” because they are “part of both industry and civil society” because they are “part of both industry and civil society” and because “they offer substantive knowledge, problem- and because “they offer substantive knowledge, problem- and because “they offer substantive knowledge, problem- solving capacity and practical reach. Also, they provide a solving capacity and practical reach. Also, they provide a solving capacity and practical reach. Also, they provide a checks-and-balance system and lend credibility to the ini- checks-and-balance system and lend credibility to the ini- checks-and-balance system and lend credibility to the ini- tiative”.20 tiative”.20 tiative”.20 Today, Global Compact has more than 4,000 stakeholders Today, Global Compact has more than 4,000 stakeholders Today, Global Compact has more than 4,000 stakeholders in 116 countries and as the Participant Survey 2007 puts it in 116 countries and as the Participant Survey 2007 puts it in 116 countries and as the Participant Survey 2007 puts it “we are now witnessing the dawn of a new era in corporate “we are now witnessing the dawn of a new era in corporate “we are now witnessing the dawn of a new era in corporate innovation… there is growing recognition that the innovation… there is growing recognition that the innovation… there is growing recognition that the

19 For the Principles, participants, progress reports, news etc go to: http://www.unglobalcompact.org. 19 For the Principles, participants, progress reports, news etc go to: http://www.unglobalcompact.org. 19 For the Principles, participants, progress reports, news etc go to: http://www.unglobalcompact.org. 20 UN Global Compact Annual Review 2007 published on the occasion of the 2007 Global Compact 20 UN Global Compact Annual Review 2007 published on the occasion of the 2007 Global Compact 20 UN Global Compact Annual Review 2007 published on the occasion of the 2007 Global Compact Leaders’ Summit, Geneva, 5-6 July. Leaders’ Summit, Geneva, 5-6 July. Leaders’ Summit, Geneva, 5-6 July.

39 39 39

Global Compact Global Compact Global Compact

Is the company participating in the Global Com- Is the company participating in the Global Com- Is the company participating in the Global Com- pact? pact? pact?

The Global Compact produces an annual Commu- The Global Compact produces an annual Commu- The Global Compact produces an annual Commu- nication on Progress on the implementation of nication on Progress on the implementation of nication on Progress on the implementation of the ten principles. the ten principles. the ten principles.

You can check the information your company is You can check the information your company is You can check the information your company is supplying in the Global Compact annual reports supplying in the Global Compact annual reports supplying in the Global Compact annual reports at: http://www.unglobalcompact.org/COP/ at: http://www.unglobalcompact.org/COP/ at: http://www.unglobalcompact.org/COP/ index.html. index.html. index.html.

If they fail to report, they will be listed as inactive If they fail to report, they will be listed as inactive If they fail to report, they will be listed as inactive on the Global Compact website. on the Global Compact website. on the Global Compact website.

Remind them of their commitment. Remind them of their commitment. Remind them of their commitment.

Does a Local Global Compact network exist? Does a Local Global Compact network exist? Does a Local Global Compact network exist?

Is the company involved? Is the company involved? Is the company involved?

Are you involved? Are you involved? Are you involved?

Networks are another opportunity to strengthen Networks are another opportunity to strengthen Networks are another opportunity to strengthen the dialogue. the dialogue. the dialogue. marketplace and private enterprises can and must help find marketplace and private enterprises can and must help find marketplace and private enterprises can and must help find solutions to global problems”.21 solutions to global problems”.21 solutions to global problems”.21

Contents Contents Contents The ten UN-identified Global Compact principles which The ten UN-identified Global Compact principles which The ten UN-identified Global Compact principles which businesses are asked to implement are: businesses are asked to implement are: businesses are asked to implement are: On human rights to On human rights to On human rights to 1. support and respect the protection of internationally 1. support and respect the protection of internationally 1. support and respect the protection of internationally proclaimed human rights; and proclaimed human rights; and proclaimed human rights; and 2. make sure their own corporations are not complicit in 2. make sure their own corporations are not complicit in 2. make sure their own corporations are not complicit in human rights’ abuses. human rights’ abuses. human rights’ abuses. On labour standards On labour standards On labour standards 3. to uphold freedom of association and the effective rec- 3. to uphold freedom of association and the effective rec- 3. to uphold freedom of association and the effective rec- ognition of the right to collective bargaining; ognition of the right to collective bargaining; ognition of the right to collective bargaining; 4. the elimination of all forms of forced and compulsory 4. the elimination of all forms of forced and compulsory 4. the elimination of all forms of forced and compulsory labour; labour; labour; 5. the effective abolition of child labour; and 5. the effective abolition of child labour; and 5. the effective abolition of child labour; and 6. the elimination of discrimination in respect of employ- 6. the elimination of discrimination in respect of employ- 6. the elimination of discrimination in respect of employ- ment and occupation. ment and occupation. ment and occupation. On the environment to On the environment to On the environment to

7. support a precautionary approach to environmental 7. support a precautionary approach to environmental 7. support a precautionary approach to environmental challenges; challenges; challenges; 8. undertake initiatives to promote greater environmental 8. undertake initiatives to promote greater environmental 8. undertake initiatives to promote greater environmental responsibility; and responsibility; and responsibility; and 9. encourage the development and diffusion of environ- 9. encourage the development and diffusion of environ- 9. encourage the development and diffusion of environ- mentally friendly technologies. mentally friendly technologies. mentally friendly technologies. On anti-corruption to On anti-corruption to On anti-corruption to 10. work against corruption in all its forms, including extor- 10. work against corruption in all its forms, including extor- 10. work against corruption in all its forms, including extor- tion and bribery. tion and bribery. tion and bribery. In fact all of these principles are drawn from existing decla- In fact all of these principles are drawn from existing decla- In fact all of these principles are drawn from existing decla- rations. For the principles on labour, the source is the ILO rations. For the principles on labour, the source is the ILO rations. For the principles on labour, the source is the ILO Declaration on Fundamental Principles and Rights at Work. Declaration on Fundamental Principles and Rights at Work. Declaration on Fundamental Principles and Rights at Work. The human rights’ principles come from the Universal Dec- The human rights’ principles come from the Universal Dec- The human rights’ principles come from the Universal Dec- laration of Human Rights. The environmental points come laration of Human Rights. The environmental points come laration of Human Rights. The environmental points come from the Declaration on Environment and Development from the Declaration on Environment and Development from the Declaration on Environment and Development adopted at the Rio summit and the anti-corruption one adopted at the Rio summit and the anti-corruption one adopted at the Rio summit and the anti-corruption one derives from the UN Convention Against Corruption. This derives from the UN Convention Against Corruption. This derives from the UN Convention Against Corruption. This reflects the overall aim of the Global Compact, not to reflects the overall aim of the Global Compact, not to reflects the overall aim of the Global Compact, not to develop new detailed demands but rather to increase the develop new detailed demands but rather to increase the develop new detailed demands but rather to increase the

21 McKinsey UN Global Compact CEO Participant Survey 2007. 21 McKinsey UN Global Compact CEO Participant Survey 2007. 21 McKinsey UN Global Compact CEO Participant Survey 2007.

41 41 41 political and moral pressure on multinationals to abide by political and moral pressure on multinationals to abide by political and moral pressure on multinationals to abide by existing international guidelines. existing international guidelines. existing international guidelines.

Implementation Implementation Implementation As a result, there is no specific way laid down for compa- As a result, there is no specific way laid down for compa- As a result, there is no specific way laid down for compa- nies to implement the Global Compact principles. Instead a nies to implement the Global Compact principles. Instead a nies to implement the Global Compact principles. Instead a range of suggestions is made which companies can take range of suggestions is made which companies can take range of suggestions is made which companies can take up. On labour issues, these include accepting specific up. On labour issues, these include accepting specific up. On labour issues, these include accepting specific commitments such as ensuring union-neutral recruitment commitments such as ensuring union-neutral recruitment commitments such as ensuring union-neutral recruitment and promotion procedures and providing facilities for and promotion procedures and providing facilities for and promotion procedures and providing facilities for unions, like notice boards and time-off with pay for union unions, like notice boards and time-off with pay for union unions, like notice boards and time-off with pay for union activities. It is also suggested that companies should inform activities. It is also suggested that companies should inform activities. It is also suggested that companies should inform the media of their endorsement of the Global Compact and the media of their endorsement of the Global Compact and the media of their endorsement of the Global Compact and their intention to respect its provisions. their intention to respect its provisions. their intention to respect its provisions. One key commitment of a company is to report to all stake- One key commitment of a company is to report to all stake- One key commitment of a company is to report to all stake- holders every year on the progress they have made in holders every year on the progress they have made in holders every year on the progress they have made in implementing the ten principles. The so-called Communi- implementing the ten principles. The so-called Communi- implementing the ten principles. The so-called Communi- cation on Progress (COP) reports are available publicly.22 cation on Progress (COP) reports are available publicly.22 cation on Progress (COP) reports are available publicly.22 Since November 2003 some 70 local networks have been Since November 2003 some 70 local networks have been Since November 2003 some 70 local networks have been founded as part of the management and governance of the founded as part of the management and governance of the founded as part of the management and governance of the Compact. Each network is made up of a cluster of partici- Compact. Each network is made up of a cluster of partici- Compact. Each network is made up of a cluster of partici- pants within a particular geographic context. There are pants within a particular geographic context. There are pants within a particular geographic context. There are clearly defined minimum criteria to set up a network and clearly defined minimum criteria to set up a network and clearly defined minimum criteria to set up a network and since 2005 the Barcelona Centre for the Support of the UN since 2005 the Barcelona Centre for the Support of the UN since 2005 the Barcelona Centre for the Support of the UN Global Compact coordinates and organizes their annual Global Compact coordinates and organizes their annual Global Compact coordinates and organizes their annual meetings, the Annual Local Network Forum. The meeting meetings, the Annual Local Network Forum. The meeting meetings, the Annual Local Network Forum. The meeting reports are publicly available.23 reports are publicly available.23 reports are publicly available.23 In 2006 and 2007, UNI Finance conducted an industry-wide In 2006 and 2007, UNI Finance conducted an industry-wide In 2006 and 2007, UNI Finance conducted an industry-wide survey on the implementation of UN Global Compact Prin- survey on the implementation of UN Global Compact Prin- survey on the implementation of UN Global Compact Prin- ciple Three. The survey enabled UNI Finance to define ciple Three. The survey enabled UNI Finance to define ciple Three. The survey enabled UNI Finance to define major trends in the implementation and monitoring of labour major trends in the implementation and monitoring of labour major trends in the implementation and monitoring of labour rights within the industry. rights within the industry. rights within the industry. Three outstanding trends could be identified. Three outstanding trends could be identified. Three outstanding trends could be identified. First, companies’ replies were, in general, particularly poor First, companies’ replies were, in general, particularly poor First, companies’ replies were, in general, particularly poor in providing a global perspective. in providing a global perspective. in providing a global perspective.

22 To search the COP database go to: http://www.unglobalcompact.org/COP/index.html. 22 To search the COP database go to: http://www.unglobalcompact.org/COP/index.html. 22 To search the COP database go to: http://www.unglobalcompact.org/COP/index.html. 23 For more information on the networks go to: http://www.unglobalcompact.org/ 23 For more information on the networks go to: http://www.unglobalcompact.org/ 23 For more information on the networks go to: http://www.unglobalcompact.org/ NetworksAroundTheWorld/index.html. NetworksAroundTheWorld/index.html. NetworksAroundTheWorld/index.html.

42 42 42 Second, rather than making direct commitments to labour Second, rather than making direct commitments to labour Second, rather than making direct commitments to labour rights, many companies choose to express their adherence rights, many companies choose to express their adherence rights, many companies choose to express their adherence to broader human rights. to broader human rights. to broader human rights. Third, the use of external monitoring mechanisms is widely Third, the use of external monitoring mechanisms is widely Third, the use of external monitoring mechanisms is widely spread but those companies seldom use unions or worker spread but those companies seldom use unions or worker spread but those companies seldom use unions or worker representative bodies. representative bodies. representative bodies. At the Geneva Declaration that followed the Global Com- At the Geneva Declaration that followed the Global Com- At the Geneva Declaration that followed the Global Com- pact Leaders’ Summit held in June 2007, business leaders pact Leaders’ Summit held in June 2007, business leaders pact Leaders’ Summit held in June 2007, business leaders agreed that “partnership and collaboration with stakeholders agreed that “partnership and collaboration with stakeholders agreed that “partnership and collaboration with stakeholders – including governments, civil society and labour – are es- – including governments, civil society and labour – are es- – including governments, civil society and labour – are es- sential as the dilemmas, challenges and opportunities at sential as the dilemmas, challenges and opportunities at sential as the dilemmas, challenges and opportunities at both the global and local levels are sometimes too complex both the global and local levels are sometimes too complex both the global and local levels are sometimes too complex for any one actor to address or solve alone.”24 for any one actor to address or solve alone.”24 for any one actor to address or solve alone.”24

24 UNI Finance survey on the UN Global Compact, Analysis of results, August 2007. 24 UNI Finance survey on the UN Global Compact, Analysis of results, August 2007. 24 UNI Finance survey on the UN Global Compact, Analysis of results, August 2007.

43 43 43

Principles of Responsible Investment Principles of Responsible Investment Principles of Responsible Investment

The fund manager of your pension plan is not inte- The fund manager of your pension plan is not inte- The fund manager of your pension plan is not inte- grating RI/ESG analysis into the investment deci- grating RI/ESG analysis into the investment deci- grating RI/ESG analysis into the investment deci- sion making? sion making? sion making? A company is not disclosing sufficient information A company is not disclosing sufficient information A company is not disclosing sufficient information on their exposure to and management of key envi- on their exposure to and management of key envi- on their exposure to and management of key envi- ronmental, social and corporate governance risks? ronmental, social and corporate governance risks? ronmental, social and corporate governance risks? Management is not complying with ILO Conventions Management is not complying with ILO Conventions Management is not complying with ILO Conventions and standards on workers' rights? and standards on workers' rights? and standards on workers' rights? Then alert the PRI (see Appendix Seven for contact Then alert the PRI (see Appendix Seven for contact Then alert the PRI (see Appendix Seven for contact details). details). details).

Engagement Clearinghouse Engagement Clearinghouse Engagement Clearinghouse

The PRI Engagement Clearinghouse is an on- The PRI Engagement Clearinghouse is an on- The PRI Engagement Clearinghouse is an on- line forum for signatories to share information line forum for signatories to share information line forum for signatories to share information about how they are implementing the Principles about how they are implementing the Principles about how they are implementing the Principles and to provide a means for pooling resources and to provide a means for pooling resources and to provide a means for pooling resources and influence to promote a change in behaviour and influence to promote a change in behaviour and influence to promote a change in behaviour or policy. or policy. or policy.

As there are relatively few institutional inves- As there are relatively few institutional inves- As there are relatively few institutional inves- tors who have shareholdings which are suffi- tors who have shareholdings which are suffi- tors who have shareholdings which are suffi- ciently large to allow them to influence corpo- ciently large to allow them to influence corpo- ciently large to allow them to influence corpo- rate conduct on ESG issues, in theory the rate conduct on ESG issues, in theory the rate conduct on ESG issues, in theory the Clearinghouse renders investors engagement Clearinghouse renders investors engagement Clearinghouse renders investors engagement with the PRI more effective by facilitating with the PRI more effective by facilitating with the PRI more effective by facilitating collective action amongst signatories. collective action amongst signatories. collective action amongst signatories. (However, the Clearinghouse has not yet been (However, the Clearinghouse has not yet been (However, the Clearinghouse has not yet been used to organize an approach to a particular used to organize an approach to a particular used to organize an approach to a particular company, rather it has been focused on company, rather it has been focused on company, rather it has been focused on policies or issues.) policies or issues.) policies or issues.)

To use the PRI Engagement Clearinghouse, sig- To use the PRI Engagement Clearinghouse, sig- To use the PRI Engagement Clearinghouse, sig- natories develop a proposal for engagement, natories develop a proposal for engagement, natories develop a proposal for engagement, with details for how it would be conducted, with details for how it would be conducted, with details for how it would be conducted, expected outcomes, background information expected outcomes, background information expected outcomes, background information and any associated documents. Other signato- and any associated documents. Other signato- and any associated documents. Other signato- ries can view these proposals and may choose ries can view these proposals and may choose ries can view these proposals and may choose to participate. to participate. to participate. Principles for Principles for Principles for Responsible Responsible Responsible Investment Investment Investment

Background and purpose Background and purpose Background and purpose We have included this chapter to show that there are not We have included this chapter to show that there are not We have included this chapter to show that there are not only tools that unions can use directly, but also tools they only tools that unions can use directly, but also tools they only tools that unions can use directly, but also tools they can use to put pressure on companies to be socially can use to put pressure on companies to be socially can use to put pressure on companies to be socially responsible by influencing the investment decisions of responsible by influencing the investment decisions of responsible by influencing the investment decisions of institutional investors. Unions often have considerable institutional investors. Unions often have considerable institutional investors. Unions often have considerable influence with these investors through union trustees on influence with these investors through union trustees on influence with these investors through union trustees on pension funds and trust funds. To ensure its effectiveness pension funds and trust funds. To ensure its effectiveness pension funds and trust funds. To ensure its effectiveness unions should be alerting the Principles for Responsible unions should be alerting the Principles for Responsible unions should be alerting the Principles for Responsible Investment (PRI) to companies that are not socially respon- Investment (PRI) to companies that are not socially respon- Investment (PRI) to companies that are not socially respon- sible and to which they believe institutional investors should sible and to which they believe institutional investors should sible and to which they believe institutional investors should be warned about. After all pension fund money is workers be warned about. After all pension fund money is workers be warned about. After all pension fund money is workers money and it should be invested in socially responsible money and it should be invested in socially responsible money and it should be invested in socially responsible companies. companies. companies. Launched in April 2006, the Principles are in essence a set Launched in April 2006, the Principles are in essence a set Launched in April 2006, the Principles are in essence a set of global best-practices for responsible investment. Rising of global best-practices for responsible investment. Rising of global best-practices for responsible investment. Rising numbers of institutional investors have wanted to ensure numbers of institutional investors have wanted to ensure numbers of institutional investors have wanted to ensure that their investments are going into companies that respect that their investments are going into companies that respect that their investments are going into companies that respect certain standards. The PRI aims to ensure investors are certain standards. The PRI aims to ensure investors are certain standards. The PRI aims to ensure investors are incorporating environmental, social and governance (ESG) incorporating environmental, social and governance (ESG) incorporating environmental, social and governance (ESG) criteria into their investment decision-making and ownership criteria into their investment decision-making and ownership criteria into their investment decision-making and ownership practices so that the signatories to the Principles for practices so that the signatories to the Principles for practices so that the signatories to the Principles for Responsible Investment are directly influencing companies Responsible Investment are directly influencing companies Responsible Investment are directly influencing companies to improve performance in these areas. to improve performance in these areas. to improve performance in these areas. The Principles complement the UN Global Compact (see The Principles complement the UN Global Compact (see The Principles complement the UN Global Compact (see chapter II.3.) and are also an extension of the work of the chapter II.3.) and are also an extension of the work of the chapter II.3.) and are also an extension of the work of the UN Environment Programme Finance Initiative, which as UN Environment Programme Finance Initiative, which as UN Environment Programme Finance Initiative, which as one of it’s roles is working sensitise capital markets to the one of it’s roles is working sensitise capital markets to the one of it’s roles is working sensitise capital markets to the importance of environmental and social issues. importance of environmental and social issues. importance of environmental and social issues. The PRI is governed by a 13-person board made up of 11 The PRI is governed by a 13-person board made up of 11 The PRI is governed by a 13-person board made up of 11 elected asset owner signatory representatives and two UN elected asset owner signatory representatives and two UN elected asset owner signatory representatives and two UN representatives from the UN Environment Programme and representatives from the UN Environment Programme and representatives from the UN Environment Programme and the UN Global Compact. Currently the Chair of the PRI is a the UN Global Compact. Currently the Chair of the PRI is a the UN Global Compact. Currently the Chair of the PRI is a union appointed trustee from a large pension fund. union appointed trustee from a large pension fund. union appointed trustee from a large pension fund.

45 45 45 Legal status and scope Legal status and scope Legal status and scope There are no legal or regulatory sanctions associated with There are no legal or regulatory sanctions associated with There are no legal or regulatory sanctions associated with the universal Principles. They are designed to be voluntary the universal Principles. They are designed to be voluntary the universal Principles. They are designed to be voluntary and aspirational. The PRI claims that there may be reputa- and aspirational. The PRI claims that there may be reputa- and aspirational. The PRI claims that there may be reputa- tional risks associated with signing up and then failing to tional risks associated with signing up and then failing to tional risks associated with signing up and then failing to take any action at all, but it remains to be seen if this is the take any action at all, but it remains to be seen if this is the take any action at all, but it remains to be seen if this is the case and it will very much rely on unions providing informa- case and it will very much rely on unions providing informa- case and it will very much rely on unions providing informa- tion and evidence about companies and investment funds tion and evidence about companies and investment funds tion and evidence about companies and investment funds that do not meet the standards they have signed up to. The that do not meet the standards they have signed up to. The that do not meet the standards they have signed up to. The commitments are promoted by the PRI as a direction to commitments are promoted by the PRI as a direction to commitments are promoted by the PRI as a direction to head in rather than a prescriptive checklist with which to head in rather than a prescriptive checklist with which to head in rather than a prescriptive checklist with which to comply. comply. comply. On the basis of a comprehensive survey carried out On the basis of a comprehensive survey carried out On the basis of a comprehensive survey carried out amongst more than 200 institutional investor signatories amongst more than 200 institutional investor signatories amongst more than 200 institutional investor signatories representing more than US $9 trillion in assets in 2007, representing more than US $9 trillion in assets in 2007, representing more than US $9 trillion in assets in 2007, James Gifford, Executive Director of the PRI Initiative, con- James Gifford, Executive Director of the PRI Initiative, con- James Gifford, Executive Director of the PRI Initiative, con- cludes that they “understand that ESG issues can be mate- cludes that they “understand that ESG issues can be mate- cludes that they “understand that ESG issues can be mate- rial to long-term results and therefore must be factored into rial to long-term results and therefore must be factored into rial to long-term results and therefore must be factored into investment processes”.25 investment processes”.25 investment processes”.25

Contents Contents Contents The PRI consists of an introductory note giving the history The PRI consists of an introductory note giving the history The PRI consists of an introductory note giving the history and the main benefits of signing the Principles, followed by and the main benefits of signing the Principles, followed by and the main benefits of signing the Principles, followed by a section on the four key support activities for implementa- a section on the four key support activities for implementa- a section on the four key support activities for implementa- tion which are offered to signatories: providing guidance; tion which are offered to signatories: providing guidance; tion which are offered to signatories: providing guidance; building networks; enhancing collaboration; and evaluating building networks; enhancing collaboration; and evaluating building networks; enhancing collaboration; and evaluating progress. The main body contains the six Principles with progress. The main body contains the six Principles with progress. The main body contains the six Principles with suggestions for possible actions for each. The document suggestions for possible actions for each. The document suggestions for possible actions for each. The document concludes with Frequently Asked Questions and key con- concludes with Frequently Asked Questions and key con- concludes with Frequently Asked Questions and key con- tact addresses. tact addresses. tact addresses. By adopting the PRI, institutional investors commit them- By adopting the PRI, institutional investors commit them- By adopting the PRI, institutional investors commit them- selves to the following six Principles: selves to the following six Principles: selves to the following six Principles: 1. Incorporate ESG issues into investment analysis and 1. Incorporate ESG issues into investment analysis and 1. Incorporate ESG issues into investment analysis and decision-making processes; decision-making processes; decision-making processes; 2. Be active owners and incorporate ESG issues into their 2. Be active owners and incorporate ESG issues into their 2. Be active owners and incorporate ESG issues into their ownership policies and practices; ownership policies and practices; ownership policies and practices; 3. Seek appropriate disclosure on ESG issues by the 3. Seek appropriate disclosure on ESG issues by the 3. Seek appropriate disclosure on ESG issues by the entities in which they invest; entities in which they invest; entities in which they invest;

25 See also the PRI Report on Progress 2007 with some best practice examples available at: http:// 25 See also the PRI Report on Progress 2007 with some best practice examples available at: http:// 25 See also the PRI Report on Progress 2007 with some best practice examples available at: http:// www.unpri.org/report07/media-release-July07.php; or the report "Responsible investment in focus: www.unpri.org/report07/media-release-July07.php; or the report "Responsible investment in focus: www.unpri.org/report07/media-release-July07.php; or the report "Responsible investment in focus: How leading public pension funds are meeting the challenge" with fifteen case studies, most of which How leading public pension funds are meeting the challenge" with fifteen case studies, most of which How leading public pension funds are meeting the challenge" with fifteen case studies, most of which focus on PRI signatories: http://www.unepfi.org/fileadmin/documents/infocus.pdf. focus on PRI signatories: http://www.unepfi.org/fileadmin/documents/infocus.pdf. focus on PRI signatories: http://www.unepfi.org/fileadmin/documents/infocus.pdf.

46 46 46 4. Promote acceptance and implementation of the 4. Promote acceptance and implementation of the 4. Promote acceptance and implementation of the Principles within the investment industry; Principles within the investment industry; Principles within the investment industry; 5. Work together to enhance their effectiveness in 5. Work together to enhance their effectiveness in 5. Work together to enhance their effectiveness in implementing the Principles. implementing the Principles. implementing the Principles. 6. Each to report on their activities and progress towards 6. Each to report on their activities and progress towards 6. Each to report on their activities and progress towards implementing the Principles. implementing the Principles. implementing the Principles.

Categories and requirement of signatory Categories and requirement of signatory Categories and requirement of signatory There are three main categories of signatory. There are three main categories of signatory. There are three main categories of signatory. Asset owner: Organizations that represent end-asset own- Asset owner: Organizations that represent end-asset own- Asset owner: Organizations that represent end-asset own- ers who hold long-term retirement savings, insurance and ers who hold long-term retirement savings, insurance and ers who hold long-term retirement savings, insurance and other assets. Examples include pension funds, government other assets. Examples include pension funds, government other assets. Examples include pension funds, government reserve funds, foundations, endowments, insurance and reserve funds, foundations, endowments, insurance and reserve funds, foundations, endowments, insurance and reinsurance companies and depository organizations. reinsurance companies and depository organizations. reinsurance companies and depository organizations. This is the principal category of signatory. This is the principal category of signatory. This is the principal category of signatory. Investment manager: Investment management companies Investment manager: Investment management companies Investment manager: Investment management companies that serve an institutional and/or retail market and manage that serve an institutional and/or retail market and manage that serve an institutional and/or retail market and manage assets as a third-party provider. assets as a third-party provider. assets as a third-party provider. Professional service partner: Organizations that offer Professional service partner: Organizations that offer Professional service partner: Organizations that offer products or services to asset owners and/or investment products or services to asset owners and/or investment products or services to asset owners and/or investment managers. managers. managers. The minimum requirement to remaining a PRI signatory is The minimum requirement to remaining a PRI signatory is The minimum requirement to remaining a PRI signatory is participation in the annual PRI Reporting and Assessment participation in the annual PRI Reporting and Assessment participation in the annual PRI Reporting and Assessment survey. PRI signatories are also part of a network, with op- survey. PRI signatories are also part of a network, with op- survey. PRI signatories are also part of a network, with op- portunities to pool resources and influence, and increasing portunities to pool resources and influence, and increasing portunities to pool resources and influence, and increasing the effectiveness of research into which are the companies the effectiveness of research into which are the companies the effectiveness of research into which are the companies they should be promoting investment in. The PRI also sup- they should be promoting investment in. The PRI also sup- they should be promoting investment in. The PRI also sup- ports investors in working together to address systemic ports investors in working together to address systemic ports investors in working together to address systemic problems. problems. problems.

47 47 47

Union rights for Union rights for Union rights for World Bank and IFC World Bank and IFC World Bank and IFC

The World Bank and its private lending arm, the IFC, pro- The World Bank and its private lending arm, the IFC, pro- The World Bank and its private lending arm, the IFC, pro- vide loans to various companies and governments for a vide loans to various companies and governments for a vide loans to various companies and governments for a wide range of projects. The requirements of these loans wide range of projects. The requirements of these loans wide range of projects. The requirements of these loans are that they must meet certain performance standards are that they must meet certain performance standards are that they must meet certain performance standards which include comprehensive labour rights such as no which include comprehensive labour rights such as no which include comprehensive labour rights such as no forced labour or child labour and freedom of association. forced labour or child labour and freedom of association. forced labour or child labour and freedom of association. Unions have the right to make comments about the pro- Unions have the right to make comments about the pro- Unions have the right to make comments about the pro- posed loans and demand that the Bank ensures the com- posed loans and demand that the Bank ensures the com- posed loans and demand that the Bank ensures the com- panies concerned are meeting these performance stan- panies concerned are meeting these performance stan- panies concerned are meeting these performance stan- dards. It is also possible to challenge whether companies dards. It is also possible to challenge whether companies dards. It is also possible to challenge whether companies who have received loans are meeting the performance who have received loans are meeting the performance who have received loans are meeting the performance standards throughout the duration of the loan and, if not, the standards throughout the duration of the loan and, if not, the standards throughout the duration of the loan and, if not, the loan contract can be cancelled. loan contract can be cancelled. loan contract can be cancelled. This is a very powerful tool for unions. The agreement that This is a very powerful tool for unions. The agreement that This is a very powerful tool for unions. The agreement that the unions have with the World Bank and the IFC is that the unions have with the World Bank and the IFC is that the unions have with the World Bank and the IFC is that they advise the International Trade Union Confederation they advise the International Trade Union Confederation they advise the International Trade Union Confederation (ITUC) of an impending loan, in turn the ITUC advises UNI (ITUC) of an impending loan, in turn the ITUC advises UNI (ITUC) of an impending loan, in turn the ITUC advises UNI so we can consult with the unions concerned about whether so we can consult with the unions concerned about whether so we can consult with the unions concerned about whether the performance standards are being met in respect of the performance standards are being met in respect of the performance standards are being met in respect of labour. Unions can also see from the IFC and World Bank labour. Unions can also see from the IFC and World Bank labour. Unions can also see from the IFC and World Bank web pages which loans are current and which projects they web pages which loans are current and which projects they web pages which loans are current and which projects they are supporting and they have the right to comment on the are supporting and they have the right to comment on the are supporting and they have the right to comment on the adherence or otherwise to the performance standards. adherence or otherwise to the performance standards. adherence or otherwise to the performance standards. The ITUC office in Washington is notified 30 days prior to a The ITUC office in Washington is notified 30 days prior to a The ITUC office in Washington is notified 30 days prior to a contract being signed that a loan is being considered. At contract being signed that a loan is being considered. At contract being signed that a loan is being considered. At that stage unions are able to take action to ensure the per- that stage unions are able to take action to ensure the per- that stage unions are able to take action to ensure the per- formance standards are being met. In many cases it will be formance standards are being met. In many cases it will be formance standards are being met. In many cases it will be a case of noting that there is a loan for a certain project and a case of noting that there is a loan for a certain project and a case of noting that there is a loan for a certain project and monitoring to ensure the union rights are observed on the monitoring to ensure the union rights are observed on the monitoring to ensure the union rights are observed on the project, but also of course there is the opportunity to project, but also of course there is the opportunity to project, but also of course there is the opportunity to challenge the validity of the loan and to demand the per- challenge the validity of the loan and to demand the per- challenge the validity of the loan and to demand the per- formance standards are met. formance standards are met. formance standards are met. The following information on the IFC Performance Stan- The following information on the IFC Performance Stan- The following information on the IFC Performance Stan- dards and how they can be used is available by going to the dards and how they can be used is available by going to the dards and how they can be used is available by going to the following Internet links: following Internet links: following Internet links:

49 49 49 • the IFC performance standard on labour: http:// • the IFC performance standard on labour: http:// • the IFC performance standard on labour: http:// www.ifc.org/ifcext/enviro.nsf/AttachmentsByTitle/ www.ifc.org/ifcext/enviro.nsf/AttachmentsByTitle/ www.ifc.org/ifcext/enviro.nsf/AttachmentsByTitle/ pol_PerformanceStandards2006_PS2/$FILE/ pol_PerformanceStandards2006_PS2/$FILE/ pol_PerformanceStandards2006_PS2/$FILE/ PS_2_LaborWorkingConditions.pdf PS_2_LaborWorkingConditions.pdf PS_2_LaborWorkingConditions.pdf • The accompanying IFC guidance note: http:// • The accompanying IFC guidance note: http:// • The accompanying IFC guidance note: http:// www.ifc.org/ifcext/enviro.nsf/AttachmentsByTitle/ www.ifc.org/ifcext/enviro.nsf/AttachmentsByTitle/ www.ifc.org/ifcext/enviro.nsf/AttachmentsByTitle/ pol_GuidanceNote2007_2/ pol_GuidanceNote2007_2/ pol_GuidanceNote2007_2/ $FILE/2007+Updated+Guidance+Note_2.pdf $FILE/2007+Updated+Guidance+Note_2.pdf $FILE/2007+Updated+Guidance+Note_2.pdf • The ITUC guide to the International Finance Institutions • The ITUC guide to the International Finance Institutions • The ITUC guide to the International Finance Institutions (IFIs), "Challenging the IFIs" (pages 46-52), that gives (IFIs), "Challenging the IFIs" (pages 46-52), that gives (IFIs), "Challenging the IFIs" (pages 46-52), that gives instructions on how to use the IFC standards: http:// instructions on how to use the IFC standards: http:// instructions on how to use the IFC standards: http:// www.icftu.org/www/PDF/IFIEN.pdf. www.icftu.org/www/PDF/IFIEN.pdf. www.icftu.org/www/PDF/IFIEN.pdf.

50 50 50 Global Reporting Global Reporting Global Reporting Initiative Initiative Initiative

Purpose and legal status Purpose and legal status Purpose and legal status The Global Reporting Initiative (GRI) dates back to 1997 The Global Reporting Initiative (GRI) dates back to 1997 The Global Reporting Initiative (GRI) dates back to 1997 and is “a practical expression of the Global Compact”. Both and is “a practical expression of the Global Compact”. Both and is “a practical expression of the Global Compact”. Both are voluntary initiatives and are supposed to complement are voluntary initiatives and are supposed to complement are voluntary initiatives and are supposed to complement each other. The basic idea behind the GRI is to develop each other. The basic idea behind the GRI is to develop each other. The basic idea behind the GRI is to develop common standards of reporting a company’s economic, common standards of reporting a company’s economic, common standards of reporting a company’s economic, environmental and social performance, in the way that there environmental and social performance, in the way that there environmental and social performance, in the way that there are common standards for reporting its financial are common standards for reporting its financial are common standards for reporting its financial performance, regardless of size, type and location of a performance, regardless of size, type and location of a performance, regardless of size, type and location of a company. The aim is to develop “a widely accepted com- company. The aim is to develop “a widely accepted com- company. The aim is to develop “a widely accepted com- mon framework of principles and practices as to what mon framework of principles and practices as to what mon framework of principles and practices as to what should be reported … how, when and where”. should be reported … how, when and where”. should be reported … how, when and where”.

Scope Scope Scope The Global Reporting Initiative is a collaborating centre of The Global Reporting Initiative is a collaborating centre of The Global Reporting Initiative is a collaborating centre of the United Nations Environment Programme (UNEP) and the United Nations Environment Programme (UNEP) and the United Nations Environment Programme (UNEP) and has a multi-stakeholder governance structure. In 2007 some has a multi-stakeholder governance structure. In 2007 some has a multi-stakeholder governance structure. In 2007 some 14,600 reports across 3,910 companies were registered 14,600 reports across 3,910 companies were registered 14,600 reports across 3,910 companies were registered and more than 1,000 organisations from nearly 60 countries and more than 1,000 organisations from nearly 60 countries and more than 1,000 organisations from nearly 60 countries have formally declared to use the GRI Guidelines.26 have formally declared to use the GRI Guidelines.26 have formally declared to use the GRI Guidelines.26

Contents Contents Contents The Reporting Framework consists of the Sustainability The Reporting Framework consists of the Sustainability The Reporting Framework consists of the Sustainability Reporting Guidelines supported by protocols and sector Reporting Guidelines supported by protocols and sector Reporting Guidelines supported by protocols and sector supplements.27 supplements.27 supplements.27

Sustainability Reporting Guidelines Sustainability Reporting Guidelines Sustainability Reporting Guidelines In October 2006, the third generation of Sustainability In October 2006, the third generation of Sustainability In October 2006, the third generation of Sustainability Reporting Guidelines, the core document of the tool, was Reporting Guidelines, the core document of the tool, was Reporting Guidelines, the core document of the tool, was released. These so-called “G3 Guidelines” consist of two released. These so-called “G3 Guidelines” consist of two released. These so-called “G3 Guidelines” consist of two parts. Part 1 contains the principles that define the content parts. Part 1 contains the principles that define the content parts. Part 1 contains the principles that define the content of a report: materiality, stakeholder inclusiveness, sustain- of a report: materiality, stakeholder inclusiveness, sustain- of a report: materiality, stakeholder inclusiveness, sustain-

26 To search the GRI reports database go to: http://www.corporateregister.com. 26 To search the GRI reports database go to: http://www.corporateregister.com. 26 To search the GRI reports database go to: http://www.corporateregister.com. 27 Details on the Reporting Framework: http://www.globalreporting.org/ReportingFramework/ 27 Details on the Reporting Framework: http://www.globalreporting.org/ReportingFramework/ 27 Details on the Reporting Framework: http://www.globalreporting.org/ReportingFramework/ ReportingFrameworkOverview. ReportingFrameworkOverview. ReportingFrameworkOverview.

51 51 51

Global Reporting Inititative Global Reporting Inititative Global Reporting Inititative

A company reports on its positive social perform- A company reports on its positive social perform- A company reports on its positive social perform- ance, for instance: ance, for instance: ance, for instance:

“Our company is maybe one of the few companies “Our company is maybe one of the few companies “Our company is maybe one of the few companies in the country that has almost all its personnel in the country that has almost all its personnel in the country that has almost all its personnel working on a stable payroll, paying their human working on a stable payroll, paying their human working on a stable payroll, paying their human resources all the concepts required by law....”. resources all the concepts required by law....”. resources all the concepts required by law....”. “The company encourages and provides its employ- “The company encourages and provides its employ- “The company encourages and provides its employ- ees with financial aid for training programs and pro- ees with financial aid for training programs and pro- ees with financial aid for training programs and pro- fessional courses on all levels of the company's fessional courses on all levels of the company's fessional courses on all levels of the company's hierarchy and for all educational levels.” hierarchy and for all educational levels.” hierarchy and for all educational levels.” “There are explicit policies of non-discrimination (of “There are explicit policies of non-discrimination (of “There are explicit policies of non-discrimination (of race, gender, age, religion and sexual orientation), race, gender, age, religion and sexual orientation), race, gender, age, religion and sexual orientation), in the policies referring to salary, admission, in the policies referring to salary, admission, in the policies referring to salary, admission, promotion, training and dismissal of employees.»” promotion, training and dismissal of employees.»” promotion, training and dismissal of employees.»”

Verify these statements with the help of colleagues, Verify these statements with the help of colleagues, Verify these statements with the help of colleagues, unions or experts and if the statements aren’t cor- unions or experts and if the statements aren’t cor- unions or experts and if the statements aren’t cor- rect, you should advise the GRI (Contact details can rect, you should advise the GRI (Contact details can rect, you should advise the GRI (Contact details can be found in Appendix Seven). be found in Appendix Seven). be found in Appendix Seven). ability context, and completeness. Furthermore it sets ability context, and completeness. Furthermore it sets ability context, and completeness. Furthermore it sets principles ensuring the quality of the information provided: principles ensuring the quality of the information provided: principles ensuring the quality of the information provided: balance; comparability; accuracy; timeliness; clarity; and balance; comparability; accuracy; timeliness; clarity; and balance; comparability; accuracy; timeliness; clarity; and reliability. Part 2 states standard disclosures, which again reliability. Part 2 states standard disclosures, which again reliability. Part 2 states standard disclosures, which again consist of three different types of disclosures: profile; man- consist of three different types of disclosures: profile; man- consist of three different types of disclosures: profile; man- agement approach; and performance indicators. agement approach; and performance indicators. agement approach; and performance indicators.

Protocols Protocols Protocols They define key elements of each indicator named in the They define key elements of each indicator named in the They define key elements of each indicator named in the Guidelines and explain how to use them. Guidelines and explain how to use them. Guidelines and explain how to use them.

Sector Supplements Sector Supplements Sector Supplements They do not replace the Guidelines but give space for some They do not replace the Guidelines but give space for some They do not replace the Guidelines but give space for some sector-specific complements. sector-specific complements. sector-specific complements.

Performance indicators Performance indicators Performance indicators The performance indicators are considerably detailed. On The performance indicators are considerably detailed. On The performance indicators are considerably detailed. On economic performance the GRI proposes for instance economic performance the GRI proposes for instance economic performance the GRI proposes for instance reporting on employee compensation that is the total pay- reporting on employee compensation that is the total pay- reporting on employee compensation that is the total pay- ment for wages, including employee taxes, levies and ment for wages, including employee taxes, levies and ment for wages, including employee taxes, levies and unemployment funds as well as for benefits like contribu- unemployment funds as well as for benefits like contribu- unemployment funds as well as for benefits like contribu- tions to pensions, insurance, company vehicles, and private tions to pensions, insurance, company vehicles, and private tions to pensions, insurance, company vehicles, and private health (EC1). health (EC1). health (EC1). On the environmental performance the company should On the environmental performance the company should On the environmental performance the company should state, among other aspects, the extent of its greenhouse state, among other aspects, the extent of its greenhouse state, among other aspects, the extent of its greenhouse gas emissions by weight (EN16). gas emissions by weight (EN16). gas emissions by weight (EN16). On social performance the GRI identifies key aspects cov- On social performance the GRI identifies key aspects cov- On social performance the GRI identifies key aspects cov- ering labour practices and decent work, human rights, ering labour practices and decent work, human rights, ering labour practices and decent work, human rights, society, and product responsibility. Amongst the 14 indi- society, and product responsibility. Amongst the 14 indi- society, and product responsibility. Amongst the 14 indi- cators for labour practices and decent work the following cators for labour practices and decent work the following cators for labour practices and decent work the following might be of special interest: might be of special interest: might be of special interest: On employment On employment On employment • workforce by type, contract, and region (LA1); • workforce by type, contract, and region (LA1); • workforce by type, contract, and region (LA1); • employee turnover by age group, gender, and region • employee turnover by age group, gender, and region • employee turnover by age group, gender, and region (LA2); (LA2); (LA2); On labour / management relations On labour / management relations On labour / management relations • employees covered by collective bargaining (LA4); • employees covered by collective bargaining (LA4); • employees covered by collective bargaining (LA4); On occupational health and safety On occupational health and safety On occupational health and safety • rates of injury, occupational diseases etc. (LA7); • rates of injury, occupational diseases etc. (LA7); • rates of injury, occupational diseases etc. (LA7); • health and safety topics covered in formal agreements • health and safety topics covered in formal agreements • health and safety topics covered in formal agreements with trade unions (LA9); with trade unions (LA9); with trade unions (LA9);

53 53 53 On training and education On training and education On training and education • average hours of training per year (LA10); • average hours of training per year (LA10); • average hours of training per year (LA10); • programs for skills’ management and lifelong learning • programs for skills’ management and lifelong learning • programs for skills’ management and lifelong learning that support continued employability (LA11); that support continued employability (LA11); that support continued employability (LA11); On diversity and equal opportunity On diversity and equal opportunity On diversity and equal opportunity • composition of governance bodies (LA13); • composition of governance bodies (LA13); • composition of governance bodies (LA13); • ratio of basic salary of men and women (LA14). • ratio of basic salary of men and women (LA14). • ratio of basic salary of men and women (LA14). The GRI accepts that initially companies may not be able to The GRI accepts that initially companies may not be able to The GRI accepts that initially companies may not be able to cover all these issues for all its operations. It therefore rec- cover all these issues for all its operations. It therefore rec- cover all these issues for all its operations. It therefore rec- ommends that, where this is the case, companies should ommends that, where this is the case, companies should ommends that, where this is the case, companies should adopt an incremental approach, either in terms of its adopt an incremental approach, either in terms of its adopt an incremental approach, either in terms of its operations (gradually covering more and more of its plants) operations (gradually covering more and more of its plants) operations (gradually covering more and more of its plants) or in terms of issues perhaps starting with environmental or in terms of issues perhaps starting with environmental or in terms of issues perhaps starting with environmental questions and then moving on to economic and social questions and then moving on to economic and social questions and then moving on to economic and social issues. However, it stresses that, where companies are issues. However, it stresses that, where companies are issues. However, it stresses that, where companies are only providing a partial report, they should make it clear only providing a partial report, they should make it clear only providing a partial report, they should make it clear exactly what is covered and what is excluded. exactly what is covered and what is excluded. exactly what is covered and what is excluded.

54 54 54 Social Accountability Social Accountability Social Accountability 8000 (SA8000) 8000 (SA8000) 8000 (SA8000)

Purpose and status Purpose and status Purpose and status The approach of Social Accountability 8000 (SA8000) is The approach of Social Accountability 8000 (SA8000) is The approach of Social Accountability 8000 (SA8000) is very different, although it has links with the Global Compact very different, although it has links with the Global Compact very different, although it has links with the Global Compact as it provides a mechanism by which companies can ensure as it provides a mechanism by which companies can ensure as it provides a mechanism by which companies can ensure that they implement the Global Compact principles. that they implement the Global Compact principles. that they implement the Global Compact principles. SA8000 is an international standard against which condi- SA8000 is an international standard against which condi- SA8000 is an international standard against which condi- tions for employees can be measured. The overall motto is tions for employees can be measured. The overall motto is tions for employees can be measured. The overall motto is Human Rights @ WorkTM. Human Rights @ WorkTM. Human Rights @ WorkTM. Social Accountability International (SAI), the body behind Social Accountability International (SAI), the body behind Social Accountability International (SAI), the body behind SA8000, sees a parallel between setting standards for SA8000, sees a parallel between setting standards for SA8000, sees a parallel between setting standards for working conditions and setting standards for quality and working conditions and setting standards for quality and working conditions and setting standards for quality and would like SA8000 to become the working conditions would like SA8000 to become the working conditions would like SA8000 to become the working conditions equivalent to the ISO 9000 stand for quality. As with the equivalent to the ISO 9000 stand for quality. As with the equivalent to the ISO 9000 stand for quality. As with the ISO 9000 Standard under SA8000 there is also a system of ISO 9000 Standard under SA8000 there is also a system of ISO 9000 Standard under SA8000 there is also a system of independent auditing to ensure that the standard has been independent auditing to ensure that the standard has been independent auditing to ensure that the standard has been met. met. met. SAI is an independent body but it has an advisory board. Its SAI is an independent body but it has an advisory board. Its SAI is an independent body but it has an advisory board. Its members include both employers from companies such as members include both employers from companies such as members include both employers from companies such as the German catalogue company Otto-Versand and the US the German catalogue company Otto-Versand and the US the German catalogue company Otto-Versand and the US toy company Toys ‘R’ Us and global trade union leaders like toy company Toys ‘R’ Us and global trade union leaders like toy company Toys ‘R’ Us and global trade union leaders like Philip Jennings, the General Secretary of UNI. Philip Jennings, the General Secretary of UNI. Philip Jennings, the General Secretary of UNI.

Scope Scope Scope Independent bodies, who must themselves be evaluated Independent bodies, who must themselves be evaluated Independent bodies, who must themselves be evaluated and accredited by SAI, audit whether or not a factory meets and accredited by SAI, audit whether or not a factory meets and accredited by SAI, audit whether or not a factory meets the SA8000 standards. If it does, it displays a SA8000 the SA8000 standards. If it does, it displays a SA8000 the SA8000 standards. If it does, it displays a SA8000 certificate, which it can use as a selling point, either directly certificate, which it can use as a selling point, either directly certificate, which it can use as a selling point, either directly to consumers or to other companies. Since its founding in to consumers or to other companies. Since its founding in to consumers or to other companies. Since its founding in 1997 it has been revised once in 2001 and some 1,300 1997 it has been revised once in 2001 and some 1,300 1997 it has been revised once in 2001 and some 1,300 facilities in 63 countries with almost 650,000 employees facilities in 63 countries with almost 650,000 employees facilities in 63 countries with almost 650,000 employees have been certified.28 have been certified.28 have been certified.28

28 The SA8000 text is available at: http://www.sa-intl.org/index.cfm? 28 The SA8000 text is available at: http://www.sa-intl.org/index.cfm? 28 The SA8000 text is available at: http://www.sa-intl.org/index.cfm? fuseaction=Page.viewPage&pageID=710. A full listing of certified facilities can be found at: http:// fuseaction=Page.viewPage&pageID=710. A full listing of certified facilities can be found at: http:// fuseaction=Page.viewPage&pageID=710. A full listing of certified facilities can be found at: http:// www.sa-intl.org/index.cfm?fuseaction=Page.viewPage&pageID=745. www.sa-intl.org/index.cfm?fuseaction=Page.viewPage&pageID=745. www.sa-intl.org/index.cfm?fuseaction=Page.viewPage&pageID=745.

55 55 55

SA8000 SA8000 SA8000

Is a company listed as an SA8000 certified facility? Is a company listed as an SA8000 certified facility? Is a company listed as an SA8000 certified facility?

Then its worker representatives can ask, in collabo- Then its worker representatives can ask, in collabo- Then its worker representatives can ask, in collabo- ration with their unions, for SAI training and plant- ration with their unions, for SAI training and plant- ration with their unions, for SAI training and plant- level discussion groups on the use of corporate level discussion groups on the use of corporate level discussion groups on the use of corporate codes of conduct to avail themselves of their codes of conduct to avail themselves of their codes of conduct to avail themselves of their rights in the workplace and to document, analyze rights in the workplace and to document, analyze rights in the workplace and to document, analyze and publish a report on workers’ feedback on the and publish a report on workers’ feedback on the and publish a report on workers’ feedback on the codes in principle and in practice. codes in principle and in practice. codes in principle and in practice. Contents Contents Contents The core elements of the SA8000 standard are: The core elements of the SA8000 standard are: The core elements of the SA8000 standard are: • no child labour; • no child labour; • no child labour; • no forced labour; • no forced labour; • no forced labour; • health and safety; • health and safety; • health and safety; • freedom of association and right to collective bargaining; • freedom of association and right to collective bargaining; • freedom of association and right to collective bargaining; • freedom from discrimination; • freedom from discrimination; • freedom from discrimination; • disciplinary practices restricted; • disciplinary practices restricted; • disciplinary practices restricted; • working hours; • working hours; • working hours; • remuneration to meet basic needs; • remuneration to meet basic needs; • remuneration to meet basic needs; • management systems for continuous improvement. • management systems for continuous improvement. • management systems for continuous improvement. The SA8000 requirements are set out in detail, with The SA8000 requirements are set out in detail, with The SA8000 requirements are set out in detail, with companies needing to meet specific standards. The companies needing to meet specific standards. The companies needing to meet specific standards. The provisions on working time give an example of the precise provisions on working time give an example of the precise provisions on working time give an example of the precise standards set. As well as requiring companies to comply standards set. As well as requiring companies to comply standards set. As well as requiring companies to comply with “applicable laws and industry standards”, they also with “applicable laws and industry standards”, they also with “applicable laws and industry standards”, they also state that a normal workweek “shall not on a regular basis state that a normal workweek “shall not on a regular basis state that a normal workweek “shall not on a regular basis exceed 48 hours. Personnel shall be provided with at least exceed 48 hours. Personnel shall be provided with at least exceed 48 hours. Personnel shall be provided with at least one day off in every seven-day period. All overtime work one day off in every seven-day period. All overtime work one day off in every seven-day period. All overtime work [more than 48 hours a week] shall be reimbursed at a [more than 48 hours a week] shall be reimbursed at a [more than 48 hours a week] shall be reimbursed at a premium rate and under no circumstances shall exceed 12 premium rate and under no circumstances shall exceed 12 premium rate and under no circumstances shall exceed 12 hours per employee per week.” The provisions on the other hours per employee per week.” The provisions on the other hours per employee per week.” The provisions on the other areas covered by SA8000 are equally precise. areas covered by SA8000 are equally precise. areas covered by SA8000 are equally precise.

57 57 57

Global Sullivan Global Sullivan Global Sullivan Principles Principles Principles

Background and purpose Background and purpose Background and purpose The Global Sullivan Principles of Corporate Social Respon- The Global Sullivan Principles of Corporate Social Respon- The Global Sullivan Principles of Corporate Social Respon- sibility (GSP) provide a much less detailed code for com- sibility (GSP) provide a much less detailed code for com- sibility (GSP) provide a much less detailed code for com- pany conduct. They carry the name of the Reverend Leon pany conduct. They carry the name of the Reverend Leon pany conduct. They carry the name of the Reverend Leon Sullivan, who in 1977 drew up a code of conduct for US Sullivan, who in 1977 drew up a code of conduct for US Sullivan, who in 1977 drew up a code of conduct for US companies operating in South Africa. companies operating in South Africa. companies operating in South Africa. The Global Sullivan Principles were launched in November The Global Sullivan Principles were launched in November The Global Sullivan Principles were launched in November 1999. The Reverend Sullivan, who is an Afro-American 1999. The Reverend Sullivan, who is an Afro-American 1999. The Reverend Sullivan, who is an Afro-American pastor who became a member of the board of General pastor who became a member of the board of General pastor who became a member of the board of General Motors, did not draw up the Principles himself. Instead Motors, did not draw up the Principles himself. Instead Motors, did not draw up the Principles himself. Instead representatives of major multinationals developed them representatives of major multinationals developed them representatives of major multinationals developed them during a three-year period of consultation. The aim is not to during a three-year period of consultation. The aim is not to during a three-year period of consultation. The aim is not to punish bad companies but to reward the good ones. punish bad companies but to reward the good ones. punish bad companies but to reward the good ones.

Scope and status Scope and status Scope and status These Principles are reported here as some 200 companies These Principles are reported here as some 200 companies These Principles are reported here as some 200 companies already endorsed them but they have some serious defi- already endorsed them but they have some serious defi- already endorsed them but they have some serious defi- ciencies for unions. For example they make no mention ciencies for unions. For example they make no mention ciencies for unions. For example they make no mention whatsoever of collective bargaining and the right to bargain whatsoever of collective bargaining and the right to bargain whatsoever of collective bargaining and the right to bargain collectively. Further they use a term “voluntary freedom of collectively. Further they use a term “voluntary freedom of collectively. Further they use a term “voluntary freedom of association”, supposedly from a philosophical perspective association”, supposedly from a philosophical perspective association”, supposedly from a philosophical perspective that no one should be forced to join a union. This is of that no one should be forced to join a union. This is of that no one should be forced to join a union. This is of course the spurious claim that many anti union companies course the spurious claim that many anti union companies course the spurious claim that many anti union companies now use to discredit union organising as trying to force now use to discredit union organising as trying to force now use to discredit union organising as trying to force people to belong to unions. The Principles do not comply people to belong to unions. The Principles do not comply people to belong to unions. The Principles do not comply with ILO Conventions in some respects (certainly the with ILO Conventions in some respects (certainly the with ILO Conventions in some respects (certainly the Freedom of Association Convention), and are often used by Freedom of Association Convention), and are often used by Freedom of Association Convention), and are often used by companies to avoid other instruments such as SA8000, the companies to avoid other instruments such as SA8000, the companies to avoid other instruments such as SA8000, the Global Compact and the OECD Guidelines, all of which Global Compact and the OECD Guidelines, all of which Global Compact and the OECD Guidelines, all of which refer to standards. refer to standards. refer to standards.

Contents Contents Contents The GSP set out a number of broad principles which multi- The GSP set out a number of broad principles which multi- The GSP set out a number of broad principles which multi- national companies are urged to follow. national companies are urged to follow. national companies are urged to follow.

59 59 59 These are: These are: These are: • support for universal human rights, particularly those of • support for universal human rights, particularly those of • support for universal human rights, particularly those of employees, communities, customers and suppliers con- employees, communities, customers and suppliers con- employees, communities, customers and suppliers con- cerned; cerned; cerned; • promotion of equal opportunities and avoidance of • promotion of equal opportunities and avoidance of • promotion of equal opportunities and avoidance of “unacceptable worker treatment such as the exploitation “unacceptable worker treatment such as the exploitation “unacceptable worker treatment such as the exploitation of children, physical punishment, female abuse, of children, physical punishment, female abuse, of children, physical punishment, female abuse, involuntary servitude”; involuntary servitude”; involuntary servitude”; • respect for employees’ freedom of association (but this • respect for employees’ freedom of association (but this • respect for employees’ freedom of association (but this is worded as “voluntary”); is worded as “voluntary”); is worded as “voluntary”); • pay to be at least at a level to allow employees to meet • pay to be at least at a level to allow employees to meet • pay to be at least at a level to allow employees to meet their basic needs and have an opportunity to improve their basic needs and have an opportunity to improve their basic needs and have an opportunity to improve their skills; their skills; their skills; • provision of a safe and healthy workplace; • provision of a safe and healthy workplace; • provision of a safe and healthy workplace; • fair competition, avoiding bribery and respect for intel- • fair competition, avoiding bribery and respect for intel- • fair competition, avoiding bribery and respect for intel- lectual and other property rights; lectual and other property rights; lectual and other property rights; • working with governments to improve the quality of life; • working with governments to improve the quality of life; • working with governments to improve the quality of life; • promoting the Global Sullivan Principles among “those • promoting the Global Sullivan Principles among “those • promoting the Global Sullivan Principles among “those with whom we do business”. with whom we do business”. with whom we do business”. The implementation and monitoring of the Global Sullivan The implementation and monitoring of the Global Sullivan The implementation and monitoring of the Global Sullivan Principles are left to individual companies. There is no Principles are left to individual companies. There is no Principles are left to individual companies. There is no external auditing or verification. However, companies which external auditing or verification. However, companies which external auditing or verification. However, companies which support the Principles need to provide an annual update to support the Principles need to provide an annual update to support the Principles need to provide an annual update to the Reverend Sullivan on progress towards meeting the the Reverend Sullivan on progress towards meeting the the Reverend Sullivan on progress towards meeting the Principles and they should meet other participating Principles and they should meet other participating Principles and they should meet other participating companies annually to share their experiences. companies annually to share their experiences. companies annually to share their experiences.

60 60 60 EU Charter of EU Charter of EU Charter of Fundamental Rights Fundamental Rights Fundamental Rights

Background and purpose Background and purpose Background and purpose The Charter of Fundamental Rights of the European Union The Charter of Fundamental Rights of the European Union The Charter of Fundamental Rights of the European Union (EU) brings together in a single document a range of civil, (EU) brings together in a single document a range of civil, (EU) brings together in a single document a range of civil, political, economic and social rights drawn from a variety of political, economic and social rights drawn from a variety of political, economic and social rights drawn from a variety of international, European and national sources. The decision international, European and national sources. The decision international, European and national sources. The decision to draft an EU Charter was taken in order to “make their to draft an EU Charter was taken in order to “make their to draft an EU Charter was taken in order to “make their overriding importance and relevance more visible to the overriding importance and relevance more visible to the overriding importance and relevance more visible to the Union’s citizens”. A drafting group, with a majority of Union’s citizens”. A drafting group, with a majority of Union’s citizens”. A drafting group, with a majority of members drawn from the European Parliament and indi- members drawn from the European Parliament and indi- members drawn from the European Parliament and indi- vidual national parliaments took evidence from a range of vidual national parliaments took evidence from a range of vidual national parliaments took evidence from a range of interested bodies, including the European Trade Union interested bodies, including the European Trade Union interested bodies, including the European Trade Union Confederation (ETUC). Its draft text was endorsed by the Confederation (ETUC). Its draft text was endorsed by the Confederation (ETUC). Its draft text was endorsed by the European Parliament and the European Commission and European Parliament and the European Commission and European Parliament and the European Commission and finally agreed by the summit in Nice in December 2000. finally agreed by the summit in Nice in December 2000. finally agreed by the summit in Nice in December 2000. Unlike some of the other codes and guidelines, the EU Unlike some of the other codes and guidelines, the EU Unlike some of the other codes and guidelines, the EU Charter of Fundamental Rights is not primarily aimed at Charter of Fundamental Rights is not primarily aimed at Charter of Fundamental Rights is not primarily aimed at multinational companies. However, some of the issues it multinational companies. However, some of the issues it multinational companies. However, some of the issues it takes up are certainly relevant to their activities and often go takes up are certainly relevant to their activities and often go takes up are certainly relevant to their activities and often go well beyond the core labour standards set out in the ILO well beyond the core labour standards set out in the ILO well beyond the core labour standards set out in the ILO Declaration on Fundamental Principles and Rights at Work. Declaration on Fundamental Principles and Rights at Work. Declaration on Fundamental Principles and Rights at Work.

Status and scope Status and scope Status and scope In June 2007 the Heads of States and Governments of the In June 2007 the Heads of States and Governments of the In June 2007 the Heads of States and Governments of the European Union adopted a mandate for an Intergovern- European Union adopted a mandate for an Intergovern- European Union adopted a mandate for an Intergovern- mental Conference (IGC) to prepare a "Reform Treaty". mental Conference (IGC) to prepare a "Reform Treaty". mental Conference (IGC) to prepare a "Reform Treaty". The new Treaty to reform the EU’s institutions will amend The new Treaty to reform the EU’s institutions will amend The new Treaty to reform the EU’s institutions will amend the existing treaties and cancel out the existence of a con- the existing treaties and cancel out the existence of a con- the existing treaties and cancel out the existence of a con- stitutional Treaty which was rejected by the Netherlands stitutional Treaty which was rejected by the Netherlands stitutional Treaty which was rejected by the Netherlands and France in referendums in 2005.30 and France in referendums in 2005.30 and France in referendums in 2005.30 With this, the Charter of Fundamental Rights will become With this, the Charter of Fundamental Rights will become With this, the Charter of Fundamental Rights will become legally binding, but not applicable to the UK. The Charter legally binding, but not applicable to the UK. The Charter legally binding, but not applicable to the UK. The Charter will not be in the Treaty itself, but in the annexes, never- will not be in the Treaty itself, but in the annexes, never- will not be in the Treaty itself, but in the annexes, never-

30 For more information on the Reform Treaty see : http://www.euractiv.com/en/future-eu/eu-reform- 30 For more information on the Reform Treaty see : http://www.euractiv.com/en/future-eu/eu-reform- 30 For more information on the Reform Treaty see : http://www.euractiv.com/en/future-eu/eu-reform- treaty/article-163412?Ref=RSS. treaty/article-163412?Ref=RSS. treaty/article-163412?Ref=RSS.

61 61 61

EU Charter EU Charter EU Charter

Watch it - The Charter of Fundamental Rights is Watch it - The Charter of Fundamental Rights is Watch it - The Charter of Fundamental Rights is about to become a legally enforceable law for EU about to become a legally enforceable law for EU about to become a legally enforceable law for EU Citizens! Citizens! Citizens! theless it will be given treaty status and thus legally theless it will be given treaty status and thus legally theless it will be given treaty status and thus legally enforceable, as of the year 2009. enforceable, as of the year 2009. enforceable, as of the year 2009. For the treaty to enter into force, it must be ratified by all 27 For the treaty to enter into force, it must be ratified by all 27 For the treaty to enter into force, it must be ratified by all 27 member states. Ireland was the only EU country to require member states. Ireland was the only EU country to require member states. Ireland was the only EU country to require that the Lisbon Treaty be ratified through a nation-wide that the Lisbon Treaty be ratified through a nation-wide that the Lisbon Treaty be ratified through a nation-wide referendum. In all other EU member states, national referendum. In all other EU member states, national referendum. In all other EU member states, national parliaments are dealing with ratification. In June 2008 Ire- parliaments are dealing with ratification. In June 2008 Ire- parliaments are dealing with ratification. In June 2008 Ire- land rejected the text by a 53-37% majority. At a summit land rejected the text by a 53-37% majority. At a summit land rejected the text by a 53-37% majority. At a summit later that month, European leaders made clear there would later that month, European leaders made clear there would later that month, European leaders made clear there would be no new treaty and agreed to give the Irish time to reflect be no new treaty and agreed to give the Irish time to reflect be no new treaty and agreed to give the Irish time to reflect and start exploring possible solutions at their next meeting and start exploring possible solutions at their next meeting and start exploring possible solutions at their next meeting in October 2008. The ratification process has therefore con- in October 2008. The ratification process has therefore con- in October 2008. The ratification process has therefore con- tinued in the remaining EU countries. It will be mainly in the tinued in the remaining EU countries. It will be mainly in the tinued in the remaining EU countries. It will be mainly in the hands of the French Presidency to lead the search for a hands of the French Presidency to lead the search for a hands of the French Presidency to lead the search for a way out. The Irish government is expected to present its way out. The Irish government is expected to present its way out. The Irish government is expected to present its proposal for a resolution of the issue to the European proposal for a resolution of the issue to the European proposal for a resolution of the issue to the European Council on 15 October 2008. Council on 15 October 2008. Council on 15 October 2008. In the meanwhile, the fact that it was approved by the lead- In the meanwhile, the fact that it was approved by the lead- In the meanwhile, the fact that it was approved by the lead- ers of the EU Member States in December 2000 already ers of the EU Member States in December 2000 already ers of the EU Member States in December 2000 already gives it the status of setting out “common values” which gives it the status of setting out “common values” which gives it the status of setting out “common values” which apply both to the 27 existing members and those countries apply both to the 27 existing members and those countries apply both to the 27 existing members and those countries which are seeking to join. The European Court of Justice which are seeking to join. The European Court of Justice which are seeking to join. The European Court of Justice has also made reference to the Charter in its case law, in has also made reference to the Charter in its case law, in has also made reference to the Charter in its case law, in particular Article 28, which states that fundamental rights particular Article 28, which states that fundamental rights particular Article 28, which states that fundamental rights are to be protected in accordance with Community law and are to be protected in accordance with Community law and are to be protected in accordance with Community law and national law and practices. national law and practices. national law and practices.

Contents Contents Contents The Charter sets out rights in six chapters31: The Charter sets out rights in six chapters31: The Charter sets out rights in six chapters31: • dignity - including the right to life, the prohibition of tor- • dignity - including the right to life, the prohibition of tor- • dignity - including the right to life, the prohibition of tor- ture and the prohibition of forced or compulsory labour; ture and the prohibition of forced or compulsory labour; ture and the prohibition of forced or compulsory labour; • freedoms - including freedom of thought, expression and • freedoms - including freedom of thought, expression and • freedoms - including freedom of thought, expression and association, as well as the right to asylum and to own association, as well as the right to asylum and to own association, as well as the right to asylum and to own property; property; property; • equality - covering among other issues non- • equality - covering among other issues non- • equality - covering among other issues non- discrimination and rights for children; discrimination and rights for children; discrimination and rights for children; • solidarity - including working conditions, prohibition of • solidarity - including working conditions, prohibition of • solidarity - including working conditions, prohibition of child labour, the right to health care and the right to child labour, the right to health care and the right to child labour, the right to health care and the right to engage in collective bargaining and strike action; engage in collective bargaining and strike action; engage in collective bargaining and strike action; • Citizens’ rights - such as the right to vote and freedom of • Citizens’ rights - such as the right to vote and freedom of • Citizens’ rights - such as the right to vote and freedom of movement; and movement; and movement; and • justice - covering principally the right to a fair trial. • justice - covering principally the right to a fair trial. • justice - covering principally the right to a fair trial.

31 EU Charter text available at: http://www.europarl.europa.eu/charter/default_en.htm 31 EU Charter text available at: http://www.europarl.europa.eu/charter/default_en.htm 31 EU Charter text available at: http://www.europarl.europa.eu/charter/default_en.htm

63 63 63 There are important rights for employees throughout the There are important rights for employees throughout the There are important rights for employees throughout the Charter. For example, as well as a prohibition of forced Charter. For example, as well as a prohibition of forced Charter. For example, as well as a prohibition of forced labour in the chapter “dignity”, there is “the right of everyone labour in the chapter “dignity”, there is “the right of everyone labour in the chapter “dignity”, there is “the right of everyone to form and to join trade unions for the protection of his or to form and to join trade unions for the protection of his or to form and to join trade unions for the protection of his or her interests” in the chapter “freedoms”. Under “equality” her interests” in the chapter “freedoms”. Under “equality” her interests” in the chapter “freedoms”. Under “equality” the Charter contains a broad definition of what could the Charter contains a broad definition of what could the Charter contains a broad definition of what could constitute discrimination. This is to be prohibited where it is constitute discrimination. This is to be prohibited where it is constitute discrimination. This is to be prohibited where it is based on “any ground such as sex, race, colour, ethnic or based on “any ground such as sex, race, colour, ethnic or based on “any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, social origin, genetic features, language, religion or belief, social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national political or any other opinion, membership of a national political or any other opinion, membership of a national minority, property, birth, disability, age or sexual minority, property, birth, disability, age or sexual minority, property, birth, disability, age or sexual orientation”. orientation”. orientation”. However, most of the issues which are of direct concern to However, most of the issues which are of direct concern to However, most of the issues which are of direct concern to employees are in the chapter “solidarity”. employees are in the chapter “solidarity”. employees are in the chapter “solidarity”. These include: These include: These include: • rights to information and consultation, where “workers or • rights to information and consultation, where “workers or • rights to information and consultation, where “workers or their representatives must, at the appropriate levels, be their representatives must, at the appropriate levels, be their representatives must, at the appropriate levels, be guaranteed information and consultation in good time in guaranteed information and consultation in good time in guaranteed information and consultation in good time in the cases and under the conditions provided for by the cases and under the conditions provided for by the cases and under the conditions provided for by Community law and national laws and practices”; Community law and national laws and practices”; Community law and national laws and practices”; • rights to collective bargaining and collective action “to • rights to collective bargaining and collective action “to • rights to collective bargaining and collective action “to defend their interests, including strike action”; defend their interests, including strike action”; defend their interests, including strike action”; • protection against unjustified dismissal, “in accordance • protection against unjustified dismissal, “in accordance • protection against unjustified dismissal, “in accordance with Community law and national laws and practices”; with Community law and national laws and practices”; with Community law and national laws and practices”; • a right to fair and just working conditions, including • a right to fair and just working conditions, including • a right to fair and just working conditions, including health and safety protection, limits on working time, daily health and safety protection, limits on working time, daily health and safety protection, limits on working time, daily and weekly rest breaks and annual leave; and weekly rest breaks and annual leave; and weekly rest breaks and annual leave; • the prohibition of child labour and protection for young • the prohibition of child labour and protection for young • the prohibition of child labour and protection for young people at work; people at work; people at work; • right to paid maternity leave and parental leave and • right to paid maternity leave and parental leave and • right to paid maternity leave and parental leave and protection against dismissal linked to pregnancy. protection against dismissal linked to pregnancy. protection against dismissal linked to pregnancy.

64 64 64 Corporate Corporate Corporate Social Responsibility Social Responsibility Social Responsibility Reports Reports Reports

Now many companies carry out Corporate Social Respon- Now many companies carry out Corporate Social Respon- Now many companies carry out Corporate Social Respon- sibility (CSR) reporting and publish CSR reports in a similar sibility (CSR) reporting and publish CSR reports in a similar sibility (CSR) reporting and publish CSR reports in a similar way to their annual reports. While some of the reports are way to their annual reports. While some of the reports are way to their annual reports. While some of the reports are quite comprehensive and cover issues that unions are quite comprehensive and cover issues that unions are quite comprehensive and cover issues that unions are interested in, such as employee relations, human rights’ interested in, such as employee relations, human rights’ interested in, such as employee relations, human rights’ compliance etc., the best we could say about them is that compliance etc., the best we could say about them is that compliance etc., the best we could say about them is that they are helpful in seeing what the company is not doing in they are helpful in seeing what the company is not doing in they are helpful in seeing what the company is not doing in its CSR reporting. Many companies use these reports as its CSR reporting. Many companies use these reports as its CSR reporting. Many companies use these reports as "greenwash" to try and convince investors, shareholders, "greenwash" to try and convince investors, shareholders, "greenwash" to try and convince investors, shareholders, governments and clients that they are socially responsible. governments and clients that they are socially responsible. governments and clients that they are socially responsible. In most instances these reports concentrate on environ- In most instances these reports concentrate on environ- In most instances these reports concentrate on environ- mental issues and this is becoming much more prevalent as mental issues and this is becoming much more prevalent as mental issues and this is becoming much more prevalent as the public debate on global warming gets more intense. the public debate on global warming gets more intense. the public debate on global warming gets more intense. Companies do not want to be seen to be harming the envi- Companies do not want to be seen to be harming the envi- Companies do not want to be seen to be harming the envi- ronment and contributing to global warming. ronment and contributing to global warming. ronment and contributing to global warming. However, they also try to satisfy several other criteria, such However, they also try to satisfy several other criteria, such However, they also try to satisfy several other criteria, such as their role in the community, whether they do additional as their role in the community, whether they do additional as their role in the community, whether they do additional activities to promote their products and service to the dis- activities to promote their products and service to the dis- activities to promote their products and service to the dis- abled, sponsorship of community projects, and their com- abled, sponsorship of community projects, and their com- abled, sponsorship of community projects, and their com- mitment to several of the CSR instruments we show in more mitment to several of the CSR instruments we show in more mitment to several of the CSR instruments we show in more detail in this guide, such as the UN Global Compact. detail in this guide, such as the UN Global Compact. detail in this guide, such as the UN Global Compact. Many companies also try to include some information about Many companies also try to include some information about Many companies also try to include some information about employee relations. In most instances that we are aware of, employee relations. In most instances that we are aware of, employee relations. In most instances that we are aware of, this is not verified with trade unions or workers’ this is not verified with trade unions or workers’ this is not verified with trade unions or workers’ representative bodies, such as works councils. Often there representative bodies, such as works councils. Often there representative bodies, such as works councils. Often there is some reference to employee satisfaction surveys, which is some reference to employee satisfaction surveys, which is some reference to employee satisfaction surveys, which in our experience are notoriously bad for not showing how in our experience are notoriously bad for not showing how in our experience are notoriously bad for not showing how employees really feel about the company. Most of the employees really feel about the company. Most of the employees really feel about the company. Most of the company-generated CSR reports also do not use any sys- company-generated CSR reports also do not use any sys- company-generated CSR reports also do not use any sys- tematic form of reporting on labour rights or human rights, tematic form of reporting on labour rights or human rights, tematic form of reporting on labour rights or human rights, such as the Global Reporting Initiative (GRI) criteria. But such as the Global Reporting Initiative (GRI) criteria. But such as the Global Reporting Initiative (GRI) criteria. But even though there is no systematic reporting criteria (unlike even though there is no systematic reporting criteria (unlike even though there is no systematic reporting criteria (unlike their financial reports which have stock exchange and their financial reports which have stock exchange and their financial reports which have stock exchange and financial regulators accounting requirements to comply with) financial regulators accounting requirements to comply with) financial regulators accounting requirements to comply with) CSR reports also usually are "verified" and companies CSR reports also usually are "verified" and companies CSR reports also usually are "verified" and companies attempt to give them legitimacy by statements that they attempt to give them legitimacy by statements that they attempt to give them legitimacy by statements that they

65 65 65

CSR reports CSR reports CSR reports

Verify and remind management on its promises and Verify and remind management on its promises and Verify and remind management on its promises and good intentions where necessary. good intentions where necessary. good intentions where necessary.

Find out if any of your members have company Find out if any of your members have company Find out if any of your members have company shares (very often they do) and use Annual General shares (very often they do) and use Annual General shares (very often they do) and use Annual General Shareholders meetings (AGM) as an opportunity to Shareholders meetings (AGM) as an opportunity to Shareholders meetings (AGM) as an opportunity to ask questions about the validity of the CSR report ask questions about the validity of the CSR report ask questions about the validity of the CSR report and to expose instances where the report is flawed and to expose instances where the report is flawed and to expose instances where the report is flawed or fails to disclose information on compliance with or fails to disclose information on compliance with or fails to disclose information on compliance with labour rights. labour rights. labour rights.

To find out when the Annual General Shareholders To find out when the Annual General Shareholders To find out when the Annual General Shareholders meeting is being held, check the Investor Relations meeting is being held, check the Investor Relations meeting is being held, check the Investor Relations part of the company web page. If the AGM is being part of the company web page. If the AGM is being part of the company web page. If the AGM is being held in another country, contact UNI to see if held in another country, contact UNI to see if held in another country, contact UNI to see if another UNI affiliate can assist by attending the another UNI affiliate can assist by attending the another UNI affiliate can assist by attending the meeting. meeting. meeting. have been audited by one of the large accounting and have been audited by one of the large accounting and have been audited by one of the large accounting and corporate rating agencies such as Deloitte's, Accenture etc. corporate rating agencies such as Deloitte's, Accenture etc. corporate rating agencies such as Deloitte's, Accenture etc. Unless they comply and are part of reporting under the GRI, Unless they comply and are part of reporting under the GRI, Unless they comply and are part of reporting under the GRI, SA8000 or other such verifiable standards, then take these SA8000 or other such verifiable standards, then take these SA8000 or other such verifiable standards, then take these CSR reports for what they are, marketing and publicity CSR reports for what they are, marketing and publicity CSR reports for what they are, marketing and publicity exercises by the companies. exercises by the companies. exercises by the companies.

However, for the European Commission, CSR covers social However, for the European Commission, CSR covers social However, for the European Commission, CSR covers social and environmental issues and companies are the primary and environmental issues and companies are the primary and environmental issues and companies are the primary actors. Consequently, since 2001 the Commission is pro- actors. Consequently, since 2001 the Commission is pro- actors. Consequently, since 2001 the Commission is pro- moting a European Framework for CRS.32 The European moting a European Framework for CRS.32 The European moting a European Framework for CRS.32 The European Trade Union Confederation (ETUC) is demanding that CSR Trade Union Confederation (ETUC) is demanding that CSR Trade Union Confederation (ETUC) is demanding that CSR “must not be used to avoid dialogue with workers organised “must not be used to avoid dialogue with workers organised “must not be used to avoid dialogue with workers organised in trade unions, or as an alternative to labour legislation and in trade unions, or as an alternative to labour legislation and in trade unions, or as an alternative to labour legislation and collective bargaining”.33 collective bargaining”.33 collective bargaining”.33

32 Read more about the EU Commission’s policy: http://ec.europa.eu/enterprise/csr/index_en.htm. 32 Read more about the EU Commission’s policy: http://ec.europa.eu/enterprise/csr/index_en.htm. 32 Read more about the EU Commission’s policy: http://ec.europa.eu/enterprise/csr/index_en.htm. 33 Taken from the ETUC press release on CRS available at: http://www.etuc.org/r/58. 33 Taken from the ETUC press release on CRS available at: http://www.etuc.org/r/58. 33 Taken from the ETUC press release on CRS available at: http://www.etuc.org/r/58.

67 67 67

Global Agreements Global Agreements Global Agreements

Put Global Agreements on your Union Agenda - if Put Global Agreements on your Union Agenda - if Put Global Agreements on your Union Agenda - if you don’t ask, you don’t get. you don’t ask, you don’t get. you don’t ask, you don’t get.

But it is best for a lot of people to ask at the same But it is best for a lot of people to ask at the same But it is best for a lot of people to ask at the same time. time. time.

That is why at UNI we encourage first the formation That is why at UNI we encourage first the formation That is why at UNI we encourage first the formation of a trade union alliance to create links between of a trade union alliance to create links between of a trade union alliance to create links between unions in different countries with members in the unions in different countries with members in the unions in different countries with members in the same company. same company. same company.

Together they decide what kind of agreement they Together they decide what kind of agreement they Together they decide what kind of agreement they want. want. want.

Then as UNI, we go to the company and negotia- Then as UNI, we go to the company and negotia- Then as UNI, we go to the company and negotia- tions begin. tions begin. tions begin.

Global Agreements Global Agreements Global Agreements

Background and purpose Background and purpose Background and purpose When companies were local, unions had local agreements; When companies were local, unions had local agreements; When companies were local, unions had local agreements; when companies were national, unions had national agree- when companies were national, unions had national agree- when companies were national, unions had national agree- ments. Now where companies operate globally, unions ments. Now where companies operate globally, unions ments. Now where companies operate globally, unions need to organise globally. A Global Framework Agreement need to organise globally. A Global Framework Agreement need to organise globally. A Global Framework Agreement (GA, sometimes also called IFA - International Framework (GA, sometimes also called IFA - International Framework (GA, sometimes also called IFA - International Framework Agreement) is negotiated and agreed between a mul- Agreement) is negotiated and agreed between a mul- Agreement) is negotiated and agreed between a mul- tinational company and a global union, for instance UNI. It tinational company and a global union, for instance UNI. It tinational company and a global union, for instance UNI. It is an instrument developed by unions to promote, imple- is an instrument developed by unions to promote, imple- is an instrument developed by unions to promote, imple- ment and secure fundamental workers’ and union rights at ment and secure fundamental workers’ and union rights at ment and secure fundamental workers’ and union rights at all sites of the company around the world. In the absence all sites of the company around the world. In the absence all sites of the company around the world. In the absence of a binding global regulation for labour standards, Global of a binding global regulation for labour standards, Global of a binding global regulation for labour standards, Global Agreements are the unions’ preferred instrument to build a Agreements are the unions’ preferred instrument to build a Agreements are the unions’ preferred instrument to build a continuous dialogue with a company, improve working continuous dialogue with a company, improve working continuous dialogue with a company, improve working conditions, establish trade union structures, launch organ- conditions, establish trade union structures, launch organ- conditions, establish trade union structures, launch organ- ising campaigns and develop and expand communication ising campaigns and develop and expand communication ising campaigns and develop and expand communication and cooperation networks amongst workers and their rep- and cooperation networks amongst workers and their rep- and cooperation networks amongst workers and their rep- resentatives at national, regional and global levels. resentatives at national, regional and global levels. resentatives at national, regional and global levels.

Status and scope Status and scope Status and scope A Global Agreement is a voluntary commitment but once A Global Agreement is a voluntary commitment but once A Global Agreement is a voluntary commitment but once concluded, companies should acknowledge their social concluded, companies should acknowledge their social concluded, companies should acknowledge their social responsibility for their workers along the entire production responsibility for their workers along the entire production responsibility for their workers along the entire production and value chain. The Agreement is a way for the company and value chain. The Agreement is a way for the company and value chain. The Agreement is a way for the company to say: wherever we go in the world, we will observe civi- to say: wherever we go in the world, we will observe civi- to say: wherever we go in the world, we will observe civi- lised internationally recognised standards; we will offer lised internationally recognised standards; we will offer lised internationally recognised standards; we will offer decent work and jobs. In short, “we will be decent global decent work and jobs. In short, “we will be decent global decent work and jobs. In short, “we will be decent global corporate citizens”. corporate citizens”. corporate citizens”. However, negotiations are sometimes tough and the results However, negotiations are sometimes tough and the results However, negotiations are sometimes tough and the results depend on the bargaining power and experiences of the depend on the bargaining power and experiences of the depend on the bargaining power and experiences of the parties involved. Experience has shown that a well- parties involved. Experience has shown that a well- parties involved. Experience has shown that a well- prepared and broadly campaigned Global Agreement is of prepared and broadly campaigned Global Agreement is of prepared and broadly campaigned Global Agreement is of much more value and impact than an agreement that was much more value and impact than an agreement that was much more value and impact than an agreement that was mainly discussed and concluded between Headquarters. mainly discussed and concluded between Headquarters. mainly discussed and concluded between Headquarters. Over the past ten years, more than 80 companies have Over the past ten years, more than 80 companies have Over the past ten years, more than 80 companies have signed Global Agreements with global unions. UNI alone signed Global Agreements with global unions. UNI alone signed Global Agreements with global unions. UNI alone

69 69 69 has concluded 16 such agreements with the following has concluded 16 such agreements with the following has concluded 16 such agreements with the following companies: Carrefour, Euradius, Falck, France Telecom, companies: Carrefour, Euradius, Falck, France Telecom, companies: Carrefour, Euradius, Falck, France Telecom, H&M, ISS, Metro, NAG, Nampak, OTE, Portugal Telecom, H&M, ISS, Metro, NAG, Nampak, OTE, Portugal Telecom, H&M, ISS, Metro, NAG, Nampak, OTE, Portugal Telecom, Quebecor, Securitas, Telefónica, TeliaSonera, UPU, and Quebecor, Securitas, Telefónica, TeliaSonera, UPU, and Quebecor, Securitas, Telefónica, TeliaSonera, UPU, and further agreements are under negotiations.34 Other Global further agreements are under negotiations.34 Other Global further agreements are under negotiations.34 Other Global Union Federations are also promoting Global Agreements Union Federations are also promoting Global Agreements Union Federations are also promoting Global Agreements and have signed them, for instance with companies such as and have signed them, for instance with companies such as and have signed them, for instance with companies such as IKEA (IFBWW - furniture), Danone (IUF - food), Daimler- IKEA (IFBWW - furniture), Danone (IUF - food), Daimler- IKEA (IFBWW - furniture), Danone (IUF - food), Daimler- Chrysler (IMF - cars), and Endesa (ICEM - electricity). Chrysler (IMF - cars), and Endesa (ICEM - electricity). Chrysler (IMF - cars), and Endesa (ICEM - electricity).

Contents Contents Contents The contents of a GA vary, depending on the needs of The contents of a GA vary, depending on the needs of The contents of a GA vary, depending on the needs of workers and company, the characteristics and traditions in workers and company, the characteristics and traditions in workers and company, the characteristics and traditions in the industry as well as the strength and experiences of the the industry as well as the strength and experiences of the the industry as well as the strength and experiences of the parties negotiating. However, every Agreement would as a parties negotiating. However, every Agreement would as a parties negotiating. However, every Agreement would as a minimum be in compliance with the core ILO labour stan- minimum be in compliance with the core ILO labour stan- minimum be in compliance with the core ILO labour stan- dards. dards. dards. In practice this means a commitment to: In practice this means a commitment to: In practice this means a commitment to: • observe International standards for the recognition of the • observe International standards for the recognition of the • observe International standards for the recognition of the right to join a trade union, to bargain collectively and to right to join a trade union, to bargain collectively and to right to join a trade union, to bargain collectively and to non-discrimination in employment; non-discrimination in employment; non-discrimination in employment; • never use child labour or forced labour; • never use child labour or forced labour; • never use child labour or forced labour; • observe decent working conditions; • observe decent working conditions; • observe decent working conditions; • adhere to good environmental standards. • adhere to good environmental standards. • adhere to good environmental standards. Some unions have negotiated specific clauses for their Some unions have negotiated specific clauses for their Some unions have negotiated specific clauses for their Global Agreement, for instance on the issue of outsourced Global Agreement, for instance on the issue of outsourced Global Agreement, for instance on the issue of outsourced work: work: work: • any off-shoring must be the subject of prior discussion • any off-shoring must be the subject of prior discussion • any off-shoring must be the subject of prior discussion with the union; with the union; with the union; • there must be guarantees of no redundancies; and • there must be guarantees of no redundancies; and • there must be guarantees of no redundancies; and • assurances that the ILO standards, including the right to • assurances that the ILO standards, including the right to • assurances that the ILO standards, including the right to organise, will be respected in those countries to which organise, will be respected in those countries to which organise, will be respected in those countries to which work is transferred. work is transferred. work is transferred.

Reputation and adverse publicity Reputation and adverse publicity Reputation and adverse publicity Many companies already have CSR commitments. A Many companies already have CSR commitments. A Many companies already have CSR commitments. A Global Agreement provides credibility to a company’s Global Agreement provides credibility to a company’s Global Agreement provides credibility to a company’s claims that it is a socially responsible corporation. It is a claims that it is a socially responsible corporation. It is a claims that it is a socially responsible corporation. It is a positive measurable sign that the company respects mini- positive measurable sign that the company respects mini- positive measurable sign that the company respects mini- mum standards and has a credible reputation that is mum standards and has a credible reputation that is mum standards and has a credible reputation that is respected and can be relied upon with the support of the respected and can be relied upon with the support of the respected and can be relied upon with the support of the

34 The list of UNI’s GA is available at: http://www.uniglobalunion.org/UNIsite/In_Depth/Multinationals/ 34 The list of UNI’s GA is available at: http://www.uniglobalunion.org/UNIsite/In_Depth/Multinationals/ 34 The list of UNI’s GA is available at: http://www.uniglobalunion.org/UNIsite/In_Depth/Multinationals/ Multinationals.html Multinationals.html Multinationals.html

70 70 70 employees and the trade unions. Reputation is a valuable employees and the trade unions. Reputation is a valuable employees and the trade unions. Reputation is a valuable marketing tool for a company and a valuable campaigning marketing tool for a company and a valuable campaigning marketing tool for a company and a valuable campaigning tool for a union. UNI, for instance, is regularly asked for its tool for a union. UNI, for instance, is regularly asked for its tool for a union. UNI, for instance, is regularly asked for its view on the social responsibility of corporations by invest- view on the social responsibility of corporations by invest- view on the social responsibility of corporations by invest- ment funds wanting to ensure they make ethical invest- ment funds wanting to ensure they make ethical invest- ment funds wanting to ensure they make ethical invest- ments, by rating agencies assessing investment risk, by ments, by rating agencies assessing investment risk, by ments, by rating agencies assessing investment risk, by governments and other social agencies considering their governments and other social agencies considering their governments and other social agencies considering their procurement policies or making investment decisions. procurement policies or making investment decisions. procurement policies or making investment decisions. By facilitating the exchange of information, by letting By facilitating the exchange of information, by letting By facilitating the exchange of information, by letting workers know what the long-term plans of the company are, workers know what the long-term plans of the company are, workers know what the long-term plans of the company are, what the company and the workers see as problems – what the company and the workers see as problems – what the company and the workers see as problems – before they become problems – can help to prevent conflict before they become problems – can help to prevent conflict before they become problems – can help to prevent conflict arising. Global Agreements could reduce the risk of arising. Global Agreements could reduce the risk of arising. Global Agreements could reduce the risk of industrial conflicts by communicating concerns before they industrial conflicts by communicating concerns before they industrial conflicts by communicating concerns before they escalate into conflict situations. Improved relationships and escalate into conflict situations. Improved relationships and escalate into conflict situations. Improved relationships and better communications between the company and the better communications between the company and the better communications between the company and the unions world-wide also reduce the risk of unions making unions world-wide also reduce the risk of unions making unions world-wide also reduce the risk of unions making adverse publicity about the company. Even management adverse publicity about the company. Even management adverse publicity about the company. Even management consultants argue like this in their trainings on Global consultants argue like this in their trainings on Global consultants argue like this in their trainings on Global Agreements: “While those employers that currently have no Agreements: “While those employers that currently have no Agreements: “While those employers that currently have no unions often believe that this does not concern them, they unions often believe that this does not concern them, they unions often believe that this does not concern them, they are frequently blindsided by the negative publicity are frequently blindsided by the negative publicity are frequently blindsided by the negative publicity engendered by a well orchestrated union corporate cam- engendered by a well orchestrated union corporate cam- engendered by a well orchestrated union corporate cam- paign directed against them.”35 A Global Agreement gives paign directed against them.”35 A Global Agreement gives paign directed against them.”35 A Global Agreement gives early warning pathways and opportunities to resolve issues early warning pathways and opportunities to resolve issues early warning pathways and opportunities to resolve issues before they become publicity nightmares for all concerned. before they become publicity nightmares for all concerned. before they become publicity nightmares for all concerned. Even where conflict occurs, the dialogue between unions Even where conflict occurs, the dialogue between unions Even where conflict occurs, the dialogue between unions and company, the mutual confidence built up, can mean and company, the mutual confidence built up, can mean and company, the mutual confidence built up, can mean that intervention by the global management with the global that intervention by the global management with the global that intervention by the global management with the global union can help resolve conflicts more quickly. union can help resolve conflicts more quickly. union can help resolve conflicts more quickly.

Enforcement and monitoring Enforcement and monitoring Enforcement and monitoring Global Agreements achieve their full value only when they Global Agreements achieve their full value only when they Global Agreements achieve their full value only when they are put into practice and monitored effectively. The moni- are put into practice and monitored effectively. The moni- are put into practice and monitored effectively. The moni- toring systems can range from simple agreements for the toring systems can range from simple agreements for the toring systems can range from simple agreements for the company and the global union to meet when and wherever company and the global union to meet when and wherever company and the global union to meet when and wherever necessary to fully fledged internal audit systems operating necessary to fully fledged internal audit systems operating necessary to fully fledged internal audit systems operating at all levels in the company. But the most important moni- at all levels in the company. But the most important moni- at all levels in the company. But the most important moni- tors are the members of a global union. “A global agree- tors are the members of a global union. “A global agree- tors are the members of a global union. “A global agree- ment is an important tool but it will only be as good as the ment is an important tool but it will only be as good as the ment is an important tool but it will only be as good as the network, the strengths and the solidarity. That is why global network, the strengths and the solidarity. That is why global network, the strengths and the solidarity. That is why global

35 “Will Going Global Save The Union Movement?” by William C. Bruce/Tom Hayes, Employment- 35 “Will Going Global Save The Union Movement?” by William C. Bruce/Tom Hayes, Employment- 35 “Will Going Global Save The Union Movement?” by William C. Bruce/Tom Hayes, Employment- Law360, Portfolio Media Inc., 11 July 2007. Law360, Portfolio Media Inc., 11 July 2007. Law360, Portfolio Media Inc., 11 July 2007.

71 71 71 union alliances in multinational companies - with roots union alliances in multinational companies - with roots union alliances in multinational companies - with roots among the workers - are a key development in the work of among the workers - are a key development in the work of among the workers - are a key development in the work of our global union,” says UNI Graphical Head of Department our global union,” says UNI Graphical Head of Department our global union,” says UNI Graphical Head of Department Adriana Rosenzvaig. Adriana Rosenzvaig. Adriana Rosenzvaig. The UNI Graphical justice@quebecor campaign is a posi- The UNI Graphical justice@quebecor campaign is a posi- The UNI Graphical justice@quebecor campaign is a posi- tive example of how global membership mobilisation and tive example of how global membership mobilisation and tive example of how global membership mobilisation and grassroots solidarity can make a difference. In 2002, grassroots solidarity can make a difference. In 2002, grassroots solidarity can make a difference. In 2002, graphical unions representing Quebecor World employees graphical unions representing Quebecor World employees graphical unions representing Quebecor World employees around the world came together and formed the UNI Net- around the world came together and formed the UNI Net- around the world came together and formed the UNI Net- work @ Quebecor World in order to seek a Global Agree- work @ Quebecor World in order to seek a Global Agree- work @ Quebecor World in order to seek a Global Agree- ment. But efforts were ignored and it soon became obvious ment. But efforts were ignored and it soon became obvious ment. But efforts were ignored and it soon became obvious that the company had a split personality. While it accepted that the company had a split personality. While it accepted that the company had a split personality. While it accepted unions and treated its workers somewhat fairly in Canada unions and treated its workers somewhat fairly in Canada unions and treated its workers somewhat fairly in Canada and Europe, it operated by a lower standard in the United and Europe, it operated by a lower standard in the United and Europe, it operated by a lower standard in the United States, India and Latin America. States, India and Latin America. States, India and Latin America. “We have organised in the USA, in Brazil and Peru as a “We have organised in the USA, in Brazil and Peru as a “We have organised in the USA, in Brazil and Peru as a result of this campaign and we will continue to organise”, result of this campaign and we will continue to organise”, result of this campaign and we will continue to organise”, says Duncan Brown of CEPU Canada. “This ability to says Duncan Brown of CEPU Canada. “This ability to says Duncan Brown of CEPU Canada. “This ability to organise and mobilise our members into action on a global organise and mobilise our members into action on a global organise and mobilise our members into action on a global level has empowered and strengthened all of our unions. level has empowered and strengthened all of our unions. level has empowered and strengthened all of our unions. We have developed the ability of our unions and members We have developed the ability of our unions and members We have developed the ability of our unions and members to think and act globally”, summarises Adriana Rosenzvaig. to think and act globally”, summarises Adriana Rosenzvaig. to think and act globally”, summarises Adriana Rosenzvaig. In May 2007 Quebecor and UNI Graphical finally signed a In May 2007 Quebecor and UNI Graphical finally signed a In May 2007 Quebecor and UNI Graphical finally signed a Global Agreement. The same network is now active to Global Agreement. The same network is now active to Global Agreement. The same network is now active to ensure the implementation and monitoring of the agreement ensure the implementation and monitoring of the agreement ensure the implementation and monitoring of the agreement throughout the company worldwide and amongst suppliers throughout the company worldwide and amongst suppliers throughout the company worldwide and amongst suppliers and contractors.36 and contractors.36 and contractors.36

Resources Resources Resources Building global union networks and undertaking such Building global union networks and undertaking such Building global union networks and undertaking such campaigns requires enthusiastic and energetic leadership, campaigns requires enthusiastic and energetic leadership, campaigns requires enthusiastic and energetic leadership, not just from the global union but from the affiliates as well. not just from the global union but from the affiliates as well. not just from the global union but from the affiliates as well. It also requires organisation, administration, time and It also requires organisation, administration, time and It also requires organisation, administration, time and resources which again require a major commitment from the resources which again require a major commitment from the resources which again require a major commitment from the affiliates. affiliates. affiliates. But that it is worthwhile doing so is shown by the positive But that it is worthwhile doing so is shown by the positive But that it is worthwhile doing so is shown by the positive example from UNI’s telecom sector. The telecom giant example from UNI’s telecom sector. The telecom giant example from UNI’s telecom sector. The telecom giant Grupo Telefónica has committed itself to recognise trade Grupo Telefónica has committed itself to recognise trade Grupo Telefónica has committed itself to recognise trade unions and to negotiate with them where they exist in their unions and to negotiate with them where they exist in their unions and to negotiate with them where they exist in their

36 Brochure “UNI Network@Quebecor World and the Justice@Quebecor Campaign, Building Strate- 36 Brochure “UNI Network@Quebecor World and the Justice@Quebecor Campaign, Building Strate- 36 Brochure “UNI Network@Quebecor World and the Justice@Quebecor Campaign, Building Strate- gic Power, UNI Graphical, November 2006. To read more go to: http://www.union-network.org/ gic Power, UNI Graphical, November 2006. To read more go to: http://www.union-network.org/ gic Power, UNI Graphical, November 2006. To read more go to: http://www.union-network.org/ UNIgraphical.nsf/quebecor?openpage. UNIgraphical.nsf/quebecor?openpage. UNIgraphical.nsf/quebecor?openpage.

72 72 72 rapidly expanding global operations by signing the Global rapidly expanding global operations by signing the Global rapidly expanding global operations by signing the Global Agreement with UNI in December 2000. Six years later UNI Agreement with UNI in December 2000. Six years later UNI Agreement with UNI in December 2000. Six years later UNI Head of Telecom, Neil Anderson, was visiting Puerto Rico Head of Telecom, Neil Anderson, was visiting Puerto Rico Head of Telecom, Neil Anderson, was visiting Puerto Rico to gather first hand information. He heard reports from the to gather first hand information. He heard reports from the to gather first hand information. He heard reports from the union organisers of the North American union CWA and union organisers of the North American union CWA and union organisers of the North American union CWA and workers of the company Atento in Puerto Rico on how the workers of the company Atento in Puerto Rico on how the workers of the company Atento in Puerto Rico on how the company violated not only the UNI-Telefónica Agreement company violated not only the UNI-Telefónica Agreement company violated not only the UNI-Telefónica Agreement but also their rights under the restrictive US National Labour but also their rights under the restrictive US National Labour but also their rights under the restrictive US National Labour Relations Board (NLRB) procedures. So serious were Relations Board (NLRB) procedures. So serious were Relations Board (NLRB) procedures. So serious were these violations that after a complaint to the NLRB the these violations that after a complaint to the NLRB the these violations that after a complaint to the NLRB the company Atento was made to display a notice in their call company Atento was made to display a notice in their call company Atento was made to display a notice in their call centres saying they will not violate the NLRB rules again. centres saying they will not violate the NLRB rules again. centres saying they will not violate the NLRB rules again. Telefónica has a large call centre business in Brazil, operat- Telefónica has a large call centre business in Brazil, operat- Telefónica has a large call centre business in Brazil, operat- ing through different call centres. The same Agreement ing through different call centres. The same Agreement ing through different call centres. The same Agreement allowed UNI’s Brazilian affiliate Sinetel to gain considerably allowed UNI’s Brazilian affiliate Sinetel to gain considerably allowed UNI’s Brazilian affiliate Sinetel to gain considerably in organising skills and to raise membership over the past 5 in organising skills and to raise membership over the past 5 in organising skills and to raise membership over the past 5 years by more than 80,000 members. Not all new members years by more than 80,000 members. Not all new members years by more than 80,000 members. Not all new members come from call centres though. Sinetel was able to use the come from call centres though. Sinetel was able to use the come from call centres though. Sinetel was able to use the new members they gained in the Telefónica centres, as a new members they gained in the Telefónica centres, as a new members they gained in the Telefónica centres, as a springboard to get other call centre workers in the union. 37 springboard to get other call centre workers in the union. 37 springboard to get other call centre workers in the union. 37

37 More on Telefónica at: http://www.uniglobalunion.org/unitelecom.nsf/EnCompanies? 37 More on Telefónica at: http://www.uniglobalunion.org/unitelecom.nsf/EnCompanies? 37 More on Telefónica at: http://www.uniglobalunion.org/unitelecom.nsf/EnCompanies? OpenPage&Start=1&Count=300&Expand=55. OpenPage&Start=1&Count=300&Expand=55. OpenPage&Start=1&Count=300&Expand=55.

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We have tried to give you an overview of all the tools that We have tried to give you an overview of all the tools that We have tried to give you an overview of all the tools that you may encounter in the "Responsible Business Tool Box". you may encounter in the "Responsible Business Tool Box". you may encounter in the "Responsible Business Tool Box". As you will have seen, there is no perfect tool, but like any As you will have seen, there is no perfect tool, but like any As you will have seen, there is no perfect tool, but like any job you do, you need to pick the right tool for the job. Each job you do, you need to pick the right tool for the job. Each job you do, you need to pick the right tool for the job. Each of these tools has a particular application that may help you of these tools has a particular application that may help you of these tools has a particular application that may help you to gain rights, justice or recognition for the workers in a to gain rights, justice or recognition for the workers in a to gain rights, justice or recognition for the workers in a particular company. What this guide has tried to do is to particular company. What this guide has tried to do is to particular company. What this guide has tried to do is to give you some guidance on which tool is best for which job. give you some guidance on which tool is best for which job. give you some guidance on which tool is best for which job. We have also tried to paint a few scenarios for you to help We have also tried to paint a few scenarios for you to help We have also tried to paint a few scenarios for you to help you in picking the right tool and give you details of where to you in picking the right tool and give you details of where to you in picking the right tool and give you details of where to find information and how to go about taking action to use a find information and how to go about taking action to use a find information and how to go about taking action to use a particular code or instrument. particular code or instrument. particular code or instrument. These instruments are not used often enough, perhaps These instruments are not used often enough, perhaps These instruments are not used often enough, perhaps because unions need a guide like this to highlight to them because unions need a guide like this to highlight to them because unions need a guide like this to highlight to them the best one to pick or how they can go about making a the best one to pick or how they can go about making a the best one to pick or how they can go about making a complaint to the OECD, for example. The intention of this complaint to the OECD, for example. The intention of this complaint to the OECD, for example. The intention of this guide therefore, and its predecessor the first version of guide therefore, and its predecessor the first version of guide therefore, and its predecessor the first version of "Responsible Business", has been to make this easier for "Responsible Business", has been to make this easier for "Responsible Business", has been to make this easier for you and to stimulate more activities to take globalisation to you and to stimulate more activities to take globalisation to you and to stimulate more activities to take globalisation to a more socially responsible level. We have also tried to a more socially responsible level. We have also tried to a more socially responsible level. We have also tried to show where you can go for more help and information and show where you can go for more help and information and show where you can go for more help and information and we would welcome feedback on how successful this guide we would welcome feedback on how successful this guide we would welcome feedback on how successful this guide has been and how we can improve the next version. has been and how we can improve the next version. has been and how we can improve the next version. From experience, however, we have found that there is no From experience, however, we have found that there is no From experience, however, we have found that there is no substitute for collective activities to highlight bad practices substitute for collective activities to highlight bad practices substitute for collective activities to highlight bad practices by companies, or to give strength to workers wishing to by companies, or to give strength to workers wishing to by companies, or to give strength to workers wishing to change the way companies are doing business to bring change the way companies are doing business to bring change the way companies are doing business to bring them into line with socially acceptable practices and to them into line with socially acceptable practices and to them into line with socially acceptable practices and to ensure they respect workers’ rights. In that regard, recent ensure they respect workers’ rights. In that regard, recent ensure they respect workers’ rights. In that regard, recent experience has shown that the UNI Global Union Alliances experience has shown that the UNI Global Union Alliances experience has shown that the UNI Global Union Alliances and the Global Framework Agreements that those Alliances and the Global Framework Agreements that those Alliances and the Global Framework Agreements that those Alliances have negotiated with companies have been the most have negotiated with companies have been the most have negotiated with companies have been the most effective instruments for unions and their members in get- effective instruments for unions and their members in get- effective instruments for unions and their members in get- ting global corporations to respect and practice fundamental ting global corporations to respect and practice fundamental ting global corporations to respect and practice fundamental workers’ rights and human rights. workers’ rights and human rights. workers’ rights and human rights.

75 75 75 These Global Union Alliances have not come about just These Global Union Alliances have not come about just These Global Union Alliances have not come about just because UNI has decided that they should happen; they because UNI has decided that they should happen; they because UNI has decided that they should happen; they have come about because UNI's affiliates and their mem- have come about because UNI's affiliates and their mem- have come about because UNI's affiliates and their mem- bers have put considerable time and effort into developing bers have put considerable time and effort into developing bers have put considerable time and effort into developing the networks, activities and support mechanisms that are the networks, activities and support mechanisms that are the networks, activities and support mechanisms that are needed to make any union activity successful. If you are needed to make any union activity successful. If you are needed to make any union activity successful. If you are reading this and you want to find out more about whether reading this and you want to find out more about whether reading this and you want to find out more about whether there is a UNI Global Union Alliance for your company or there is a UNI Global Union Alliance for your company or there is a UNI Global Union Alliance for your company or how to go about forming one, you can in the first instance how to go about forming one, you can in the first instance how to go about forming one, you can in the first instance contact UNI at [email protected], or visit the UNI contact UNI at [email protected], or visit the UNI contact UNI at [email protected], or visit the UNI web page at www.uniglobalunion.org for more information web page at www.uniglobalunion.org for more information web page at www.uniglobalunion.org for more information and local contact details. and local contact details. and local contact details.

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Appendices Appendices Appendices

Appendix One – ISS Global Agreement Appendix One – ISS Global Agreement Appendix One – ISS Global Agreement

Appendix Two – FRANCE TELECOM Global Appendix Two – FRANCE TELECOM Global Appendix Two – FRANCE TELECOM Global Agreement Agreement Agreement

Appendix Three – NAMPAK Global Agreement Appendix Three – NAMPAK Global Agreement Appendix Three – NAMPAK Global Agreement

Appendix Four – SECURITAS Global Appendix Four – SECURITAS Global Appendix Four – SECURITAS Global Agreement Agreement Agreement

Appendix Five – National Contact Points Appendix Five – National Contact Points Appendix Five – National Contact Points (OECD Guidelines) (OECD Guidelines) (OECD Guidelines)

Appendix Six – Trade Union Contact Points Appendix Six – Trade Union Contact Points Appendix Six – Trade Union Contact Points

Appendix Seven – International Organisations’ Appendix Seven – International Organisations’ Appendix Seven – International Organisations’ Contact Points Contact Points Contact Points

Appendix One Appendix One Appendix One

ISS ISS ISS

03/06/2008 03/06/2008 03/06/2008

ISS, one of the world’s leading providers of Facility Ser- ISS, one of the world’s leading providers of Facility Ser- ISS, one of the world’s leading providers of Facility Ser- vices, and UNI Global Union have entered into a new global vices, and UNI Global Union have entered into a new global vices, and UNI Global Union have entered into a new global agreement concerning labour and organising rights. agreement concerning labour and organising rights. agreement concerning labour and organising rights. The new agreement is the most advanced so far between a The new agreement is the most advanced so far between a The new agreement is the most advanced so far between a global company and UNI Global Union, and takes the global company and UNI Global Union, and takes the global company and UNI Global Union, and takes the mutual commitment to a new and higher level. The agree- mutual commitment to a new and higher level. The agree- mutual commitment to a new and higher level. The agree- ment aims at enabling all ISS employees worldwide to be ment aims at enabling all ISS employees worldwide to be ment aims at enabling all ISS employees worldwide to be able to exercise rights to union membership and collective able to exercise rights to union membership and collective able to exercise rights to union membership and collective bargaining. ISS will work with and support Unions to ensure bargaining. ISS will work with and support Unions to ensure bargaining. ISS will work with and support Unions to ensure that they get the best possible access to inform employees that they get the best possible access to inform employees that they get the best possible access to inform employees about union membership and to recruit those employees, about union membership and to recruit those employees, about union membership and to recruit those employees, who may wish to join a union. As part of the agreement ISS who may wish to join a union. As part of the agreement ISS who may wish to join a union. As part of the agreement ISS will annually donate 100,000 Euros to a jointly managed will annually donate 100,000 Euros to a jointly managed will annually donate 100,000 Euros to a jointly managed fund aimed at monitoring and raising standards in specific fund aimed at monitoring and raising standards in specific fund aimed at monitoring and raising standards in specific markets, where current conditions are inadequate. markets, where current conditions are inadequate. markets, where current conditions are inadequate. “ISS fundamentally supports not only employees’ rights but “ISS fundamentally supports not only employees’ rights but “ISS fundamentally supports not only employees’ rights but also proper opportunities to organise. As one of the big also proper opportunities to organise. As one of the big also proper opportunities to organise. As one of the big employers in the world, with 440,000 people under the ISS employers in the world, with 440,000 people under the ISS employers in the world, with 440,000 people under the ISS flag and more joining everyday, we want to spearhead the flag and more joining everyday, we want to spearhead the flag and more joining everyday, we want to spearhead the raising of standards and better conditions in our industry raising of standards and better conditions in our industry raising of standards and better conditions in our industry globally. Whether our employees join a union or not is their globally. Whether our employees join a union or not is their globally. Whether our employees join a union or not is their free choice, but we want to make that choice available to free choice, but we want to make that choice available to free choice, but we want to make that choice available to them in the best possible way. That is essentially what this them in the best possible way. That is essentially what this them in the best possible way. That is essentially what this agreement is about,” said Group CEO Jørgen Lindegaard agreement is about,” said Group CEO Jørgen Lindegaard agreement is about,” said Group CEO Jørgen Lindegaard from ISS. from ISS. from ISS.

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ISS — UNI ISS — UNI ISS — UNI Global Agreement Global Agreement Global Agreement

Purpose Purpose Purpose

ISS and UNI have enjoyed a positive relationship for ISS and UNI have enjoyed a positive relationship for ISS and UNI have enjoyed a positive relationship for many years, having first signed a global agreement in many years, having first signed a global agreement in many years, having first signed a global agreement in 2003. 2003. 2003. As ISS expands, however, and as union organising activi- As ISS expands, however, and as union organising activi- As ISS expands, however, and as union organising activi- ties among service staff increase, it has become clear that ties among service staff increase, it has become clear that ties among service staff increase, it has become clear that the original global agreement needs additional clarity and the original global agreement needs additional clarity and the original global agreement needs additional clarity and specificity in order to provide meaningful guidance to ISS specificity in order to provide meaningful guidance to ISS specificity in order to provide meaningful guidance to ISS managers and UNI unions. managers and UNI unions. managers and UNI unions. Therefore the parties agree to take an important step to Therefore the parties agree to take an important step to Therefore the parties agree to take an important step to revise the global agreement in order to provide concrete revise the global agreement in order to provide concrete revise the global agreement in order to provide concrete commitments in the area of organising rights, and specific commitments in the area of organising rights, and specific commitments in the area of organising rights, and specific commitments on UNI’s part to actively monitor standards in commitments on UNI’s part to actively monitor standards in commitments on UNI’s part to actively monitor standards in markets where ISS is operating. markets where ISS is operating. markets where ISS is operating. Both parties are committed to a market for service employ- Both parties are committed to a market for service employ- Both parties are committed to a market for service employ- ment in which workers receive decent work, and a decent ment in which workers receive decent work, and a decent ment in which workers receive decent work, and a decent wage. Both parties recognize the important role that unions wage. Both parties recognize the important role that unions wage. Both parties recognize the important role that unions play in raising and maintaining standards for these typically play in raising and maintaining standards for these typically play in raising and maintaining standards for these typically low wage service workers. Finally, both parties recognise low wage service workers. Finally, both parties recognise low wage service workers. Finally, both parties recognise that because of obstacles to the creation of unions in this that because of obstacles to the creation of unions in this that because of obstacles to the creation of unions in this industry, the employer must agree to facilitate the process industry, the employer must agree to facilitate the process industry, the employer must agree to facilitate the process of union access to workers in order to ensure that the of union access to workers in order to ensure that the of union access to workers in order to ensure that the promise of freedom of association may be fulfilled. promise of freedom of association may be fulfilled. promise of freedom of association may be fulfilled.

1. Scope 1. Scope 1. Scope 1.1 This global agreement is between UNI Global Union 1.1 This global agreement is between UNI Global Union 1.1 This global agreement is between UNI Global Union and ISS. and ISS. and ISS. 1.2 “Union” refers to UNI Global Union and its affiliated 1.2 “Union” refers to UNI Global Union and its affiliated 1.2 “Union” refers to UNI Global Union and its affiliated unions and “ISS” refers to ISS A/S and its subsidiaries. unions and “ISS” refers to ISS A/S and its subsidiaries. unions and “ISS” refers to ISS A/S and its subsidiaries.

2. Framework of Rights 2. Framework of Rights 2. Framework of Rights 2.1 ISS recognizes its obligation to respect the applicable 2.1 ISS recognizes its obligation to respect the applicable 2.1 ISS recognizes its obligation to respect the applicable laws and public regulations concerning the treatment of its laws and public regulations concerning the treatment of its laws and public regulations concerning the treatment of its

81 81 81 employees in the various countries in which it operates. employees in the various countries in which it operates. employees in the various countries in which it operates. This commitment includes, but is not limited to, a This commitment includes, but is not limited to, a This commitment includes, but is not limited to, a commitment to pay the legally required minimum wages and commitment to pay the legally required minimum wages and commitment to pay the legally required minimum wages and to respect limitations on the hours of work and overtime to respect limitations on the hours of work and overtime to respect limitations on the hours of work and overtime obligations. obligations. obligations. 2.2 ISS further recognizes its obligation to respect the 2.2 ISS further recognizes its obligation to respect the 2.2 ISS further recognizes its obligation to respect the rights set forth in the ILO Conventions, including those rights set forth in the ILO Conventions, including those rights set forth in the ILO Conventions, including those comprising the Declaration of Fundamental Rights at Work comprising the Declaration of Fundamental Rights at Work comprising the Declaration of Fundamental Rights at Work (1), and ILO Convention 135. As such ISS agrees that it will (1), and ILO Convention 135. As such ISS agrees that it will (1), and ILO Convention 135. As such ISS agrees that it will not use child labour or forced labour (as those terms are not use child labour or forced labour (as those terms are not use child labour or forced labour (as those terms are understood within the meaning of the ILO Conventions) and understood within the meaning of the ILO Conventions) and understood within the meaning of the ILO Conventions) and that there shall be no discrimination in employment. that there shall be no discrimination in employment. that there shall be no discrimination in employment. 2.3 Finally, ISS agrees to adhere to the commitment to 2.3 Finally, ISS agrees to adhere to the commitment to 2.3 Finally, ISS agrees to adhere to the commitment to engage in constructive negotiations with trade unions as engage in constructive negotiations with trade unions as engage in constructive negotiations with trade unions as outlined in the OECD Guidelines for Multinational Enter- outlined in the OECD Guidelines for Multinational Enter- outlined in the OECD Guidelines for Multinational Enter- prises. prises. prises. 2.4 In particular ISS agrees that ISS workers and workers 2.4 In particular ISS agrees that ISS workers and workers 2.4 In particular ISS agrees that ISS workers and workers providing services to ISS facilities are able to exercise rights providing services to ISS facilities are able to exercise rights providing services to ISS facilities are able to exercise rights to union membership and collective bargaining. All workers to union membership and collective bargaining. All workers to union membership and collective bargaining. All workers shall have the right to form and join trade unions (ILO shall have the right to form and join trade unions (ILO shall have the right to form and join trade unions (ILO Convention 87). Convention 87). Convention 87). Subject to the terms and conditions set out in this global Subject to the terms and conditions set out in this global Subject to the terms and conditions set out in this global agreement ISS recognises the right of unions to represent agreement ISS recognises the right of unions to represent agreement ISS recognises the right of unions to represent union members in: union members in: union members in: a) Collective bargaining (ILO Convention 98); a) Collective bargaining (ILO Convention 98); a) Collective bargaining (ILO Convention 98); b) Dispute settlement procedures; b) Dispute settlement procedures; b) Dispute settlement procedures; c) Negotiations and consultations in those matters c) Negotiations and consultations in those matters c) Negotiations and consultations in those matters affecting jobs and training, where unions have a stake. affecting jobs and training, where unions have a stake. affecting jobs and training, where unions have a stake. 2.5 ISS and the Union jointly affirm that these union 2.5 ISS and the Union jointly affirm that these union 2.5 ISS and the Union jointly affirm that these union membership and collective bargaining rights can be exer- membership and collective bargaining rights can be exer- membership and collective bargaining rights can be exer- cised within the ISS without fear of retaliation, repression or cised within the ISS without fear of retaliation, repression or cised within the ISS without fear of retaliation, repression or any other form of action or discrimination. any other form of action or discrimination. any other form of action or discrimination.

3. Union Rights and Union Recognition 3. Union Rights and Union Recognition 3. Union Rights and Union Recognition 3.1 In order to make it practicable for ISS employees to 3.1 In order to make it practicable for ISS employees to 3.1 In order to make it practicable for ISS employees to exercise the rights described above, when a UNI affiliated exercise the rights described above, when a UNI affiliated exercise the rights described above, when a UNI affiliated union notifies ISS of its intention to organise and provided, union notifies ISS of its intention to organise and provided, union notifies ISS of its intention to organise and provided, however, that there is no existing recognition of a (non-UNI however, that there is no existing recognition of a (non-UNI however, that there is no existing recognition of a (non-UNI affiliated) union, the parties will designate representatives to affiliated) union, the parties will designate representatives to affiliated) union, the parties will designate representatives to negotiate a recognition and recruitment policy based upon negotiate a recognition and recruitment policy based upon negotiate a recognition and recruitment policy based upon the following basic principles: the following basic principles: the following basic principles:

82 82 82 • 3.1.1 Representatives of the Union will be • 3.1.1 Representatives of the Union will be • 3.1.1 Representatives of the Union will be allowed unaccompanied access to meet with allowed unaccompanied access to meet with allowed unaccompanied access to meet with workers and outline the benefits of union mem- workers and outline the benefits of union mem- workers and outline the benefits of union mem- bership (including the right to distribute union bership (including the right to distribute union bership (including the right to distribute union recruitment material); Meetings with workers shall recruitment material); Meetings with workers shall recruitment material); Meetings with workers shall be allowed at a mutually agreed time, in agreed be allowed at a mutually agreed time, in agreed be allowed at a mutually agreed time, in agreed upon areas and shall be conducted in a non- upon areas and shall be conducted in a non- upon areas and shall be conducted in a non- disruptive manner. The parties agree that disruptive manner. The parties agree that disruptive manner. The parties agree that meetings shall be arranged either in breaks or meetings shall be arranged either in breaks or meetings shall be arranged either in breaks or after/before hours of work and, whenever possi- after/before hours of work and, whenever possi- after/before hours of work and, whenever possi- ble, not within hours of work. The Union recog- ble, not within hours of work. The Union recog- ble, not within hours of work. The Union recog- nizes and agrees that any Union access to the nizes and agrees that any Union access to the nizes and agrees that any Union access to the premises of an ISS customer is conditional on the premises of an ISS customer is conditional on the premises of an ISS customer is conditional on the prior consent of the customer in question. Conse- prior consent of the customer in question. Conse- prior consent of the customer in question. Conse- quently, the parties agree that in the event UNI or quently, the parties agree that in the event UNI or quently, the parties agree that in the event UNI or its affiliated unions want to meet with workers at its affiliated unions want to meet with workers at its affiliated unions want to meet with workers at the premises of an ISS customer, UNI or, as the the premises of an ISS customer, UNI or, as the the premises of an ISS customer, UNI or, as the case may be, its affiliated union shall ask ISS to case may be, its affiliated union shall ask ISS to case may be, its affiliated union shall ask ISS to obtain the requisite consent from the customer. In obtain the requisite consent from the customer. In obtain the requisite consent from the customer. In the event that the customer will not agree to such the event that the customer will not agree to such the event that the customer will not agree to such access, the parties will make alternate access, the parties will make alternate access, the parties will make alternate arrangements. arrangements. arrangements. • 3.1.2 ISS will agree to an ongoing mechanism • 3.1.2 ISS will agree to an ongoing mechanism • 3.1.2 ISS will agree to an ongoing mechanism for informing new employees about the possibility for informing new employees about the possibility for informing new employees about the possibility of union memberships, such as distributing union of union memberships, such as distributing union of union memberships, such as distributing union recruitment material in connection with induction recruitment material in connection with induction recruitment material in connection with induction meetings and/or training of new employees. meetings and/or training of new employees. meetings and/or training of new employees. • 3.1.3 ISS will remain positive in the face of • 3.1.3 ISS will remain positive in the face of • 3.1.3 ISS will remain positive in the face of union organizing activities. Local ISS manage- union organizing activities. Local ISS manage- union organizing activities. Local ISS manage- ment will issue a written statement, which says ment will issue a written statement, which says ment will issue a written statement, which says that (within the terms and conditions of this global that (within the terms and conditions of this global that (within the terms and conditions of this global agreement) workers are free to meet the Union's agreement) workers are free to meet the Union's agreement) workers are free to meet the Union's representative(s), attend meetings and freely representative(s), attend meetings and freely representative(s), attend meetings and freely determine their own decision to join or not to join a determine their own decision to join or not to join a determine their own decision to join or not to join a union without fear of any form of recrimination; union without fear of any form of recrimination; union without fear of any form of recrimination; • 3.1.4 The union will be recognised as the rep- • 3.1.4 The union will be recognised as the rep- • 3.1.4 The union will be recognised as the rep- resentative of employees so long as it satisfies the resentative of employees so long as it satisfies the resentative of employees so long as it satisfies the minimum legal requirements for recognition under minimum legal requirements for recognition under minimum legal requirements for recognition under applicable law and/or collective bargaining applicable law and/or collective bargaining applicable law and/or collective bargaining agreements, using the most expeditious process agreements, using the most expeditious process agreements, using the most expeditious process permitted under law and/or collective bargaining permitted under law and/or collective bargaining permitted under law and/or collective bargaining agreements. agreements. agreements.

83 83 83 4. Union commitments 4. Union commitments 4. Union commitments The Union recognises that the company operates in a highly The Union recognises that the company operates in a highly The Union recognises that the company operates in a highly competitive environment. In many markets, there are competitive environment. In many markets, there are competitive environment. In many markets, there are hundreds of small firm competitors, many of which do not hundreds of small firm competitors, many of which do not hundreds of small firm competitors, many of which do not honour wage and hour laws, let alone commitments to a honour wage and hour laws, let alone commitments to a honour wage and hour laws, let alone commitments to a union. The Union agrees to seek to raise and monitor union. The Union agrees to seek to raise and monitor union. The Union agrees to seek to raise and monitor standards among all of the companies in the markets in standards among all of the companies in the markets in standards among all of the companies in the markets in order to reduce the pressure on wages and conditions for order to reduce the pressure on wages and conditions for order to reduce the pressure on wages and conditions for ISS and to create an environment in which ISS will be able ISS and to create an environment in which ISS will be able ISS and to create an environment in which ISS will be able to raise standards and not compromise its competitive to raise standards and not compromise its competitive to raise standards and not compromise its competitive position. position. position.

5. Resources 5. Resources 5. Resources In support of this effort described in Section 4 above the In support of this effort described in Section 4 above the In support of this effort described in Section 4 above the parties agree to create of a jointly managed fund which will parties agree to create of a jointly managed fund which will parties agree to create of a jointly managed fund which will aim to monitor and raise standards in specific markets. The aim to monitor and raise standards in specific markets. The aim to monitor and raise standards in specific markets. The parties will make good faith efforts to determine the basic parties will make good faith efforts to determine the basic parties will make good faith efforts to determine the basic principles for the purpose, decision-making, activities and principles for the purpose, decision-making, activities and principles for the purpose, decision-making, activities and financing of the fund within 3 (three) months of the signing financing of the fund within 3 (three) months of the signing financing of the fund within 3 (three) months of the signing of this global agreement. ISS intends to donate an annual of this global agreement. ISS intends to donate an annual of this global agreement. ISS intends to donate an annual amount of Euro 100,000 to the fund. amount of Euro 100,000 to the fund. amount of Euro 100,000 to the fund.

6. Implementation and Procedures. 6. Implementation and Procedures. 6. Implementation and Procedures. 6.1 The Union and ISS commit to publicize this global 6.1 The Union and ISS commit to publicize this global 6.1 The Union and ISS commit to publicize this global agreement throughout its membership and corporate agreement throughout its membership and corporate agreement throughout its membership and corporate structures respectively. Such a process shall stress the structures respectively. Such a process shall stress the structures respectively. Such a process shall stress the requirement that all levels of both organizations fully respect requirement that all levels of both organizations fully respect requirement that all levels of both organizations fully respect the terms of the global agreement. the terms of the global agreement. the terms of the global agreement. 6.2 In the event that either party shows clear evidence of 6.2 In the event that either party shows clear evidence of 6.2 In the event that either party shows clear evidence of failure so to publicize this global agreement at any level failure so to publicize this global agreement at any level failure so to publicize this global agreement at any level both parties commit themselves to ensure that remedial both parties commit themselves to ensure that remedial both parties commit themselves to ensure that remedial action is put speedily in place. action is put speedily in place. action is put speedily in place. 6.3 In order to assess implementation and address any 6.3 In order to assess implementation and address any 6.3 In order to assess implementation and address any disputes which may arise concerning the application of this disputes which may arise concerning the application of this disputes which may arise concerning the application of this global agreement, senior corporate representatives will global agreement, senior corporate representatives will global agreement, senior corporate representatives will meet a team of representatives from the Union twice yearly. meet a team of representatives from the Union twice yearly. meet a team of representatives from the Union twice yearly. Senior labour relations management will maintain ongoing Senior labour relations management will maintain ongoing Senior labour relations management will maintain ongoing communications with the Union between those meetings. communications with the Union between those meetings. communications with the Union between those meetings. This meeting will amongst other things review mutual This meeting will amongst other things review mutual This meeting will amongst other things review mutual respect for and implementation of this global agreement. respect for and implementation of this global agreement. respect for and implementation of this global agreement. 6.4 In the event that the parties are unable to resolve a 6.4 In the event that the parties are unable to resolve a 6.4 In the event that the parties are unable to resolve a dispute arising out of this global agreement after discussion dispute arising out of this global agreement after discussion dispute arising out of this global agreement after discussion

84 84 84 at the bi-annual meeting as set out in Section 6.3 above, the at the bi-annual meeting as set out in Section 6.3 above, the at the bi-annual meeting as set out in Section 6.3 above, the matter shall be referred to a mutually agreed independent matter shall be referred to a mutually agreed independent matter shall be referred to a mutually agreed independent mediator/arbitrator, who shall seek initially a meditated mediator/arbitrator, who shall seek initially a meditated mediator/arbitrator, who shall seek initially a meditated resolution. In the event of failure to reach a mediated resolution. In the event of failure to reach a mediated resolution. In the event of failure to reach a mediated resolution the independent party shall propose an arbitrated resolution the independent party shall propose an arbitrated resolution the independent party shall propose an arbitrated resolution which shall be binding on both parties. It shall be resolution which shall be binding on both parties. It shall be resolution which shall be binding on both parties. It shall be left for the independent mediator/arbitrator to decide, which left for the independent mediator/arbitrator to decide, which left for the independent mediator/arbitrator to decide, which party shall pay the costs associated with such mediation or party shall pay the costs associated with such mediation or party shall pay the costs associated with such mediation or arbitration. arbitration. arbitration. 6.5 For the avoidance of doubt, the dispute resolution 6.5 For the avoidance of doubt, the dispute resolution 6.5 For the avoidance of doubt, the dispute resolution procedure set out in Section 6.4 above shall not apply to procedure set out in Section 6.4 above shall not apply to procedure set out in Section 6.4 above shall not apply to disputes, which – directly or indirectly - relates to, affects or disputes, which – directly or indirectly - relates to, affects or disputes, which – directly or indirectly - relates to, affects or involves any collective bargaining agreement and/or any involves any collective bargaining agreement and/or any involves any collective bargaining agreement and/or any other local agreement. Such disputes shall be settled in other local agreement. Such disputes shall be settled in other local agreement. Such disputes shall be settled in accordance with the dispute resolution procedures set out in accordance with the dispute resolution procedures set out in accordance with the dispute resolution procedures set out in the relevant collective bargaining agreements and/or local the relevant collective bargaining agreements and/or local the relevant collective bargaining agreements and/or local agreements. However, the parties agree that the local ISS agreements. However, the parties agree that the local ISS agreements. However, the parties agree that the local ISS management and Union officials should first attempt to management and Union officials should first attempt to management and Union officials should first attempt to resolve the matter at the local or, as the case may be, resolve the matter at the local or, as the case may be, resolve the matter at the local or, as the case may be, national level. national level. national level. 6.6 UNI agrees that it will not take any public or legal 6.6 UNI agrees that it will not take any public or legal 6.6 UNI agrees that it will not take any public or legal action against or affecting ISS without a fair prior notice to action against or affecting ISS without a fair prior notice to action against or affecting ISS without a fair prior notice to ISS leaving ISS a reasonable period of time to resolve the ISS leaving ISS a reasonable period of time to resolve the ISS leaving ISS a reasonable period of time to resolve the dispute before any such public or legal actions are taken dispute before any such public or legal actions are taken dispute before any such public or legal actions are taken against the company. UNI will honour the same commit- against the company. UNI will honour the same commit- against the company. UNI will honour the same commit- ment as regards any dispute arising at a local or national ment as regards any dispute arising at a local or national ment as regards any dispute arising at a local or national level, and UNI will encourage its affiliated unions to honour level, and UNI will encourage its affiliated unions to honour level, and UNI will encourage its affiliated unions to honour the same commitment towards ISS. the same commitment towards ISS. the same commitment towards ISS.

7. Term 7. Term 7. Term 7.1 This global agreement is for an indefinite period, but it 7.1 This global agreement is for an indefinite period, but it 7.1 This global agreement is for an indefinite period, but it may be terminated or renegotiated by either party upon may be terminated or renegotiated by either party upon may be terminated or renegotiated by either party upon giving the other party at least three months' written notice of giving the other party at least three months' written notice of giving the other party at least three months' written notice of termination. termination. termination. 7.2 Nothing in this global agreement shall in any way 7.2 Nothing in this global agreement shall in any way 7.2 Nothing in this global agreement shall in any way reduce or undermine existing labour relations practices or reduce or undermine existing labour relations practices or reduce or undermine existing labour relations practices or agreements relating to union rights or facilities already agreements relating to union rights or facilities already agreements relating to union rights or facilities already established by any Union members or any other union established by any Union members or any other union established by any Union members or any other union within ISS. within ISS. within ISS. 7.3 The parties agree that this global agreement shall 7.3 The parties agree that this global agreement shall 7.3 The parties agree that this global agreement shall replace the Global Agreement signed by the parties in 2003. replace the Global Agreement signed by the parties in 2003. replace the Global Agreement signed by the parties in 2003.

85 85 85 For UNI Global Union: For UNI Global Union: For UNI Global Union:

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For ISS A/S: For ISS A/S: For ISS A/S:

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Explanatory notes. Explanatory notes. Explanatory notes.

The ILO Conventions are: The ILO Conventions are: The ILO Conventions are: • Freedom of Association and Protection of the Right to • Freedom of Association and Protection of the Right to • Freedom of Association and Protection of the Right to Organise Convention, 1948 (Convention No. 87); Organise Convention, 1948 (Convention No. 87); Organise Convention, 1948 (Convention No. 87); • Right to Organise and Collective Bargaining Convention, • Right to Organise and Collective Bargaining Convention, • Right to Organise and Collective Bargaining Convention, 1949 (Convention No. 98); 1949 (Convention No. 98); 1949 (Convention No. 98); • Workers' Representatives Convention, 1971 (Convention • Workers' Representatives Convention, 1971 (Convention • Workers' Representatives Convention, 1971 (Convention No. 135); No. 135); No. 135); • Forced Labour Convention, 1930 (Convention No. 29); • Forced Labour Convention, 1930 (Convention No. 29); • Forced Labour Convention, 1930 (Convention No. 29); • Abolition of Forced Labour Convention, 1957 • Abolition of Forced Labour Convention, 1957 • Abolition of Forced Labour Convention, 1957 (Convention No. 105); (Convention No. 105); (Convention No. 105); • Minimum Age Convention, 1973 (Convention No. 138); • Minimum Age Convention, 1973 (Convention No. 138); • Minimum Age Convention, 1973 (Convention No. 138); • Worst Forms of Child Labour Convention, 1999 • Worst Forms of Child Labour Convention, 1999 • Worst Forms of Child Labour Convention, 1999 (Convention No. 182); (Convention No. 182); (Convention No. 182); • Equal Remuneration Convention, 1951 (Convention No. • Equal Remuneration Convention, 1951 (Convention No. • Equal Remuneration Convention, 1951 (Convention No. 100); 100); 100); • Discrimination (Employment and Occupation) Conven- • Discrimination (Employment and Occupation) Conven- • Discrimination (Employment and Occupation) Conven- tion, 1958 (Convention No. 111). tion, 1958 (Convention No. 111). tion, 1958 (Convention No. 111).

For the avoidance of doubt UNI and ISS agree that the term For the avoidance of doubt UNI and ISS agree that the term For the avoidance of doubt UNI and ISS agree that the term “union” as used in Section 3.1 to describe previously “union” as used in Section 3.1 to describe previously “union” as used in Section 3.1 to describe previously recognised unions will also include unions, which are limited recognised unions will also include unions, which are limited recognised unions will also include unions, which are limited to a single site or a single employer, as well as unions with to a single site or a single employer, as well as unions with to a single site or a single employer, as well as unions with a broader recognition. a broader recognition. a broader recognition.

86 86 86 Appendix Two Appendix Two Appendix Two

France Telecom France Telecom France Telecom

21/12/2006 21/12/2006 21/12/2006

More than 200,000 employees worldwide are covered by a More than 200,000 employees worldwide are covered by a More than 200,000 employees worldwide are covered by a global agreement signed on December 21 between UNI, global agreement signed on December 21 between UNI, global agreement signed on December 21 between UNI, telecom unions around the globe and France Telecom. telecom unions around the globe and France Telecom. telecom unions around the globe and France Telecom. France Telecom Chief Executive Didier Lombard and UNI France Telecom Chief Executive Didier Lombard and UNI France Telecom Chief Executive Didier Lombard and UNI General Secretary Philip Jennings signed the agreement - General Secretary Philip Jennings signed the agreement - General Secretary Philip Jennings signed the agreement - which recognises labour rights - in Paris, along with French which recognises labour rights - in Paris, along with French which recognises labour rights - in Paris, along with French telecom affiliates and UNI Telecom’s global alliance of telecom affiliates and UNI Telecom’s global alliance of telecom affiliates and UNI Telecom’s global alliance of France Telecom unions. France Telecom is big across France Telecom unions. France Telecom is big across France Telecom unions. France Telecom is big across Europe (particularly in France, Poland and the UK) and in Europe (particularly in France, Poland and the UK) and in Europe (particularly in France, Poland and the UK) and in francophone Africa and owns the Orange mobile phone francophone Africa and owns the Orange mobile phone francophone Africa and owns the Orange mobile phone company. 80,000 of its employees work outside France. company. 80,000 of its employees work outside France. company. 80,000 of its employees work outside France. The agreement is a major success for UNI’s global alliance The agreement is a major success for UNI’s global alliance The agreement is a major success for UNI’s global alliance of France Telecom unions - headed by Gabou Gueye of of France Telecom unions - headed by Gabou Gueye of of France Telecom unions - headed by Gabou Gueye of Senegal - which has been leading the negotiations with the Senegal - which has been leading the negotiations with the Senegal - which has been leading the negotiations with the company. company. company. Dialogue is an important part of the agreement, with Dialogue is an important part of the agreement, with Dialogue is an important part of the agreement, with employees and their unions recognised as stakeholders by employees and their unions recognised as stakeholders by employees and their unions recognised as stakeholders by the company, alongside the State, professional bodies and the company, alongside the State, professional bodies and the company, alongside the State, professional bodies and shareholders. The role of the France Telecom global union shareholders. The role of the France Telecom global union shareholders. The role of the France Telecom global union alliance launched at the UNI Telecom World Conference in alliance launched at the UNI Telecom World Conference in alliance launched at the UNI Telecom World Conference in Zagreb in 2003 in monitoring the agreement with France Zagreb in 2003 in monitoring the agreement with France Zagreb in 2003 in monitoring the agreement with France Telecom management is acknowledged. The company will Telecom management is acknowledged. The company will Telecom management is acknowledged. The company will meet UNI and the alliance twice a year to review the opera- meet UNI and the alliance twice a year to review the opera- meet UNI and the alliance twice a year to review the opera- tion of the agreement and discuss progress reports.38 tion of the agreement and discuss progress reports.38 tion of the agreement and discuss progress reports.38

38 Watch a video on the signing ceremony: 38 Watch a video on the signing ceremony: 38 Watch a video on the signing ceremony: http://www.uniglobalunion.org/unitelecom.nsf/1eec6d83918954ebc125701a0032807b/4397c73393807a7fc http://www.uniglobalunion.org/unitelecom.nsf/1eec6d83918954ebc125701a0032807b/4397c73393807a7fc http://www.uniglobalunion.org/unitelecom.nsf/1eec6d83918954ebc125701a0032807b/4397c73393807a7fc 125724b005bda1f? OpenDocument 125724b005bda1f? OpenDocument 125724b005bda1f? OpenDocument

87 87 87

Worldwide agreement Worldwide agreement Worldwide agreement on fundamental labour rights on fundamental labour rights on fundamental labour rights within the France Telecom Group within the France Telecom Group within the France Telecom Group

Introduction Introduction Introduction The France Telecom Group applies its social responsibility The France Telecom Group applies its social responsibility The France Telecom Group applies its social responsibility as an international group by deploying a consistent world- as an international group by deploying a consistent world- as an international group by deploying a consistent world- wide social policy that recognises labour rights and respects wide social policy that recognises labour rights and respects wide social policy that recognises labour rights and respects the rights of individuals and labour organisations. the rights of individuals and labour organisations. the rights of individuals and labour organisations. Consequently, the company undertakes to respect and Consequently, the company undertakes to respect and Consequently, the company undertakes to respect and encourage the men and women throughout the world who encourage the men and women throughout the world who encourage the men and women throughout the world who work in the company, to make access to information as free work in the company, to make access to information as free work in the company, to make access to information as free as possible within the limits of business confidentiality and as possible within the limits of business confidentiality and as possible within the limits of business confidentiality and to apply equality in compliance with International Labour to apply equality in compliance with International Labour to apply equality in compliance with International Labour Organisation Standards, with the principles of the Universal Organisation Standards, with the principles of the Universal Organisation Standards, with the principles of the Universal Declaration of Human Rights and with the Global Compact. Declaration of Human Rights and with the Global Compact. Declaration of Human Rights and with the Global Compact. It was in this context that the Group began discussions with It was in this context that the Group began discussions with It was in this context that the Group began discussions with the France Telecom Worldwide Trade Union Alliance-UNI, the France Telecom Worldwide Trade Union Alliance-UNI, the France Telecom Worldwide Trade Union Alliance-UNI, grouping the unions represented within the France Telecom grouping the unions represented within the France Telecom grouping the unions represented within the France Telecom Group who are members of UNI (Union Network Group who are members of UNI (Union Network Group who are members of UNI (Union Network International). International). International). France Telecom Group is implementing a strategy for France Telecom Group is implementing a strategy for France Telecom Group is implementing a strategy for growth and competitiveness based on its business excel- growth and competitiveness based on its business excel- growth and competitiveness based on its business excel- lence, the quality of its services, customer satisfaction, its lence, the quality of its services, customer satisfaction, its lence, the quality of its services, customer satisfaction, its international activity, the commitment of its employees and international activity, the commitment of its employees and international activity, the commitment of its employees and the mobilisation of its partners. the mobilisation of its partners. the mobilisation of its partners.

Scope of the agreement Scope of the agreement Scope of the agreement The present agreement applies to companies directly con- The present agreement applies to companies directly con- The present agreement applies to companies directly con- trolled by the France Telecom Group, i.e. companies in trolled by the France Telecom Group, i.e. companies in trolled by the France Telecom Group, i.e. companies in which France Telecom Group holds the majority of the which France Telecom Group holds the majority of the which France Telecom Group holds the majority of the capital or a majority of voting rights or in which it appoints capital or a majority of voting rights or in which it appoints capital or a majority of voting rights or in which it appoints more than half the members of the administrative, man- more than half the members of the administrative, man- more than half the members of the administrative, man- agement or monitoring bodies. agement or monitoring bodies. agement or monitoring bodies.

1 - Respect for fundamental human rights 1 - Respect for fundamental human rights 1 - Respect for fundamental human rights The France Telecom Group undertakes to respect the dig- The France Telecom Group undertakes to respect the dig- The France Telecom Group undertakes to respect the dig- nity of its staff and ensure that its management applies this nity of its staff and ensure that its management applies this nity of its staff and ensure that its management applies this principle. principle. principle.

89 89 89 The France Telecom Group shall ensure that dialogue is The France Telecom Group shall ensure that dialogue is The France Telecom Group shall ensure that dialogue is maintained with all the stakeholders, and particularly: maintained with all the stakeholders, and particularly: maintained with all the stakeholders, and particularly: employees, trade union organizations and staff associations employees, trade union organizations and staff associations employees, trade union organizations and staff associations elected by their peers, as well as the State, professional elected by their peers, as well as the State, professional elected by their peers, as well as the State, professional bodies and shareholders. bodies and shareholders. bodies and shareholders. When applying fundamental ILO agreements, France Tele- When applying fundamental ILO agreements, France Tele- When applying fundamental ILO agreements, France Tele- com Group shall particularly: com Group shall particularly: com Group shall particularly: • prevent the use of forced labour, • prevent the use of forced labour, • prevent the use of forced labour, • prohibit child labour and exploitation, • prohibit child labour and exploitation, • prohibit child labour and exploitation, • combat unfair discrimination, • combat unfair discrimination, • combat unfair discrimination, • seek to ensure health and safety at work • seek to ensure health and safety at work • seek to ensure health and safety at work • uphold the principle of freedom of association and the • uphold the principle of freedom of association and the • uphold the principle of freedom of association and the effective recognition of the right to collective bargaining, effective recognition of the right to collective bargaining, effective recognition of the right to collective bargaining, This commitment shall also apply to countries which have This commitment shall also apply to countries which have This commitment shall also apply to countries which have not ratified these agreements. not ratified these agreements. not ratified these agreements.

• Social dialogue and relations with trade union • Social dialogue and relations with trade union • Social dialogue and relations with trade union organisations organisations organisations The France Telecom Group recognizes its staff's right to The France Telecom Group recognizes its staff's right to The France Telecom Group recognizes its staff's right to freedom of association, of representation and union mem- freedom of association, of representation and union mem- freedom of association, of representation and union mem- bership in compliance with the principles laid down by ILO bership in compliance with the principles laid down by ILO bership in compliance with the principles laid down by ILO convention n°87 of 1948 on freedom of association and the convention n°87 of 1948 on freedom of association and the convention n°87 of 1948 on freedom of association and the protection of union rights. Employees are free to join or not protection of union rights. Employees are free to join or not protection of union rights. Employees are free to join or not join a staff or union organization of their choice. When a join a staff or union organization of their choice. When a join a staff or union organization of their choice. When a trade union is not present in one of the Group companies, trade union is not present in one of the Group companies, trade union is not present in one of the Group companies, the France Telecom Group shall adopt a neutral position the France Telecom Group shall adopt a neutral position the France Telecom Group shall adopt a neutral position designed neither to assist nor prevent the establishment of designed neither to assist nor prevent the establishment of designed neither to assist nor prevent the establishment of the trade union. the trade union. the trade union. The France Telecom Group applies the national laws and The France Telecom Group applies the national laws and The France Telecom Group applies the national laws and regulations regarding recognition of the representative regulations regarding recognition of the representative regulations regarding recognition of the representative character of trade union organizations in the companies character of trade union organizations in the companies character of trade union organizations in the companies which it comprises and shall comply with the local agree- which it comprises and shall comply with the local agree- which it comprises and shall comply with the local agree- ments signed with the Group. The signing of the present ments signed with the Group. The signing of the present ments signed with the Group. The signing of the present agreement does not change in any way the recognition or agreement does not change in any way the recognition or agreement does not change in any way the recognition or otherwise at local level. otherwise at local level. otherwise at local level. France Telecom Group also undertakes to comply with the France Telecom Group also undertakes to comply with the France Telecom Group also undertakes to comply with the terms of ILO convention n°98 on the rights of collective terms of ILO convention n°98 on the rights of collective terms of ILO convention n°98 on the rights of collective organization and negotiation. In this context, the Group is organization and negotiation. In this context, the Group is organization and negotiation. In this context, the Group is seeking to develop collective social dialogue with the rep- seeking to develop collective social dialogue with the rep- seeking to develop collective social dialogue with the rep- resentative Trade Unions and/or the staff representatives. resentative Trade Unions and/or the staff representatives. resentative Trade Unions and/or the staff representatives.

90 90 90 • Combating all forms of compulsory and forced • Combating all forms of compulsory and forced • Combating all forms of compulsory and forced labour labour labour The France Telecom Group condemns and will not use any The France Telecom Group condemns and will not use any The France Telecom Group condemns and will not use any type of forced or compulsory labour in compliance with ILO type of forced or compulsory labour in compliance with ILO type of forced or compulsory labour in compliance with ILO agreements n°29 and 105 on forced labour. agreements n°29 and 105 on forced labour. agreements n°29 and 105 on forced labour.

• Prohibition of child labour • Prohibition of child labour • Prohibition of child labour The France Telecom Group shall not, as set out in ILO The France Telecom Group shall not, as set out in ILO The France Telecom Group shall not, as set out in ILO agreements n°138 and 182 on the minimum working age, agreements n°138 and 182 on the minimum working age, agreements n°138 and 182 on the minimum working age, use children under the age where compulsory schooling use children under the age where compulsory schooling use children under the age where compulsory schooling ends in any country concerned, or in any case, before the ends in any country concerned, or in any case, before the ends in any country concerned, or in any case, before the age of 15. The commitment of suppliers and service pro- age of 15. The commitment of suppliers and service pro- age of 15. The commitment of suppliers and service pro- viders to this policy is a selection criterion. viders to this policy is a selection criterion. viders to this policy is a selection criterion.

• Non-discrimination • Non-discrimination • Non-discrimination The France Telecom Group does not discriminate in its The France Telecom Group does not discriminate in its The France Telecom Group does not discriminate in its labour relations and particularly recruits men and women labour relations and particularly recruits men and women labour relations and particularly recruits men and women according to their specific skills and treats each with dignity, according to their specific skills and treats each with dignity, according to their specific skills and treats each with dignity, in a non-discriminatory manner, respecting the age, social in a non-discriminatory manner, respecting the age, social in a non-discriminatory manner, respecting the age, social origin, family situation, sex, sexual orientation, disability, origin, family situation, sex, sexual orientation, disability, origin, family situation, sex, sexual orientation, disability, political, trade union or religious opinions, their actual or political, trade union or religious opinions, their actual or political, trade union or religious opinions, their actual or supposed membership or non-membership of an ethnic supposed membership or non-membership of an ethnic supposed membership or non-membership of an ethnic group, nation or race in compliance with ILO convention n° group, nation or race in compliance with ILO convention n° group, nation or race in compliance with ILO convention n° 111. 111. 111. Concerning these last three points, the commitment of Concerning these last three points, the commitment of Concerning these last three points, the commitment of suppliers and providers to this policy is one of the selection suppliers and providers to this policy is one of the selection suppliers and providers to this policy is one of the selection criteria. criteria. criteria. This policy should contribute to the diversity of people and This policy should contribute to the diversity of people and This policy should contribute to the diversity of people and cultures within the different group entities. cultures within the different group entities. cultures within the different group entities.

• Health, safety and working conditions • Health, safety and working conditions • Health, safety and working conditions The France Telecom Group constantly monitors the health The France Telecom Group constantly monitors the health The France Telecom Group constantly monitors the health and working conditions of its staff and provides occupational and working conditions of its staff and provides occupational and working conditions of its staff and provides occupational health services for its employees in compliance with local health services for its employees in compliance with local health services for its employees in compliance with local legislation. legislation. legislation. Respect for the health and safety of its employees is part of Respect for the health and safety of its employees is part of Respect for the health and safety of its employees is part of France Telecom’s commitment to human rights within its France Telecom’s commitment to human rights within its France Telecom’s commitment to human rights within its sphere of influence. To ensure this, France Telecom has sphere of influence. To ensure this, France Telecom has sphere of influence. To ensure this, France Telecom has introduced a specific policy which is applied to all the com- introduced a specific policy which is applied to all the com- introduced a specific policy which is applied to all the com- panies in the Group throughout the world. panies in the Group throughout the world. panies in the Group throughout the world.

91 91 91 The aim of this policy is to integrate the health and safety of The aim of this policy is to integrate the health and safety of The aim of this policy is to integrate the health and safety of personnel and sub-contractors in an opportune manner in personnel and sub-contractors in an opportune manner in personnel and sub-contractors in an opportune manner in all the Group’s activities by: all the Group’s activities by: all the Group’s activities by: • Respecting the applicable laws and regulations and tak- • Respecting the applicable laws and regulations and tak- • Respecting the applicable laws and regulations and tak- ing the necessary additional measures to ensure good ing the necessary additional measures to ensure good ing the necessary additional measures to ensure good practices. practices. practices. • Developing appropriate management of health and • Developing appropriate management of health and • Developing appropriate management of health and safety at work, including fundamental rules, procedures safety at work, including fundamental rules, procedures safety at work, including fundamental rules, procedures and recommendations. and recommendations. and recommendations. • Striving to improve working conditions and consulting the • Striving to improve working conditions and consulting the • Striving to improve working conditions and consulting the employees and their representatives in an appropriate employees and their representatives in an appropriate employees and their representatives in an appropriate manner. manner. manner. • Ensuring that the health and safety of its employees and • Ensuring that the health and safety of its employees and • Ensuring that the health and safety of its employees and subcontractors are effectively managed in a proactive subcontractors are effectively managed in a proactive subcontractors are effectively managed in a proactive manner (control, audit, etc.) manner (control, audit, etc.) manner (control, audit, etc.) The France Telecom Group will actively inform and partici- The France Telecom Group will actively inform and partici- The France Telecom Group will actively inform and partici- pate in preventive campaigns on risks to health, particularly pate in preventive campaigns on risks to health, particularly pate in preventive campaigns on risks to health, particularly in countries where the risk of pandemic is high. in countries where the risk of pandemic is high. in countries where the risk of pandemic is high.

2 – Employment policy 2 – Employment policy 2 – Employment policy To encourage its development, the France Telecom Group To encourage its development, the France Telecom Group To encourage its development, the France Telecom Group has dynamic employment policies, particularly in the spe- has dynamic employment policies, particularly in the spe- has dynamic employment policies, particularly in the spe- cific areas below: cific areas below: cific areas below:

• International mobility • International mobility • International mobility International mobility, on a voluntary basis, should be International mobility, on a voluntary basis, should be International mobility, on a voluntary basis, should be encouraged between the different companies within the encouraged between the different companies within the encouraged between the different companies within the Group as it contributes to team diversity and is a source of Group as it contributes to team diversity and is a source of Group as it contributes to team diversity and is a source of creativity and synergy. creativity and synergy. creativity and synergy.

• Access to training • Access to training • Access to training To favour the employability of its employees within the To favour the employability of its employees within the To favour the employability of its employees within the company, the France Telecom Group facilitates access to company, the France Telecom Group facilitates access to company, the France Telecom Group facilitates access to the training necessary for them to carry out their work and the training necessary for them to carry out their work and the training necessary for them to carry out their work and for their professional development throughout their career. for their professional development throughout their career. for their professional development throughout their career.

• Working time and rights to holiday pay • Working time and rights to holiday pay • Working time and rights to holiday pay According to the company's requirements and in compli- According to the company's requirements and in compli- According to the company's requirements and in compli- ance with local agreements and national legislation, the ance with local agreements and national legislation, the ance with local agreements and national legislation, the France Telecom Group undertakes to organize its employ- France Telecom Group undertakes to organize its employ- France Telecom Group undertakes to organize its employ- ees' working time while taking the operational constraints ees' working time while taking the operational constraints ees' working time while taking the operational constraints and their preferences into account as far as possible. and their preferences into account as far as possible. and their preferences into account as far as possible.

92 92 92 In compliance with national legislation and practice in In compliance with national legislation and practice in In compliance with national legislation and practice in countries where the France Telecom Group is present, a countries where the France Telecom Group is present, a countries where the France Telecom Group is present, a right to paid holidays is granted to staff. right to paid holidays is granted to staff. right to paid holidays is granted to staff.

• Remuneration • Remuneration • Remuneration The France Telecom Group recognises the principle of a The France Telecom Group recognises the principle of a The France Telecom Group recognises the principle of a fair reward for work and respects the prescriptions of ILO fair reward for work and respects the prescriptions of ILO fair reward for work and respects the prescriptions of ILO convention n°100 on equal pay for equal work. convention n°100 on equal pay for equal work. convention n°100 on equal pay for equal work.

• Anticipating and providing social support during • Anticipating and providing social support during • Anticipating and providing social support during restructuring restructuring restructuring In the context of its responsibility towards staff and local In the context of its responsibility towards staff and local In the context of its responsibility towards staff and local economies, the France Telecom Group endeavours to economies, the France Telecom Group endeavours to economies, the France Telecom Group endeavours to anticipate change and restructuring within the different anticipate change and restructuring within the different anticipate change and restructuring within the different Group companies to minimise as far as possible any con- Group companies to minimise as far as possible any con- Group companies to minimise as far as possible any con- sequences on employment. To this end, the following prin- sequences on employment. To this end, the following prin- sequences on employment. To this end, the following prin- ciples will be applied to companies covered by this agree- ciples will be applied to companies covered by this agree- ciples will be applied to companies covered by this agree- ment. ment. ment.

Principle of anticipation through: Principle of anticipation through: Principle of anticipation through: • integration of social consequences in strategic • integration of social consequences in strategic • integration of social consequences in strategic decisions, decisions, decisions, • training to facilitate the necessary changes. • training to facilitate the necessary changes. • training to facilitate the necessary changes.

Principle of social dialogue with local union Principle of social dialogue with local union Principle of social dialogue with local union organisations recognized as representative and organisations recognized as representative and organisations recognized as representative and elected staff representatives by means of information elected staff representatives by means of information elected staff representatives by means of information and dialogue on economic issues, the consequences and dialogue on economic issues, the consequences and dialogue on economic issues, the consequences of decisions and suitable individual and collective of decisions and suitable individual and collective of decisions and suitable individual and collective support. support. support. Principle of social support: to limit the conse- Principle of social support: to limit the conse- Principle of social support: to limit the conse- quences for the staff concerned, the Group will quences for the staff concerned, the Group will quences for the staff concerned, the Group will implement as quickly as possible internal mobility implement as quickly as possible internal mobility implement as quickly as possible internal mobility measures (redeployment within the Group, suitable measures (redeployment within the Group, suitable measures (redeployment within the Group, suitable training) designed to avoid or limit lay-offs. training) designed to avoid or limit lay-offs. training) designed to avoid or limit lay-offs.

3 – Relations with suppliers and sub-contractors 3 – Relations with suppliers and sub-contractors 3 – Relations with suppliers and sub-contractors The France Telecom Group will inform its suppliers and The France Telecom Group will inform its suppliers and The France Telecom Group will inform its suppliers and subcontractors of the existence of this agreement. subcontractors of the existence of this agreement. subcontractors of the existence of this agreement. Effectively demonstrating the adoption of these principles is Effectively demonstrating the adoption of these principles is Effectively demonstrating the adoption of these principles is a favourable foundation for long-term partnerships. a favourable foundation for long-term partnerships. a favourable foundation for long-term partnerships.

93 93 93 In line with the France Telecom Group Code of Ethics and In line with the France Telecom Group Code of Ethics and In line with the France Telecom Group Code of Ethics and its support for the Global Compact, the directors and its support for the Global Compact, the directors and its support for the Global Compact, the directors and employees ensure compliance with the principles of fair- employees ensure compliance with the principles of fair- employees ensure compliance with the principles of fair- ness, integrity and objectivity in their relations with cus- ness, integrity and objectivity in their relations with cus- ness, integrity and objectivity in their relations with cus- tomers and suppliers. They undertake not to seek gifts or tomers and suppliers. They undertake not to seek gifts or tomers and suppliers. They undertake not to seek gifts or advantages and not to accept any such gifts or advantages advantages and not to accept any such gifts or advantages advantages and not to accept any such gifts or advantages if they are of significant economic value. They abstain from if they are of significant economic value. They abstain from if they are of significant economic value. They abstain from any illegal action and from any participation in acts of cor- any illegal action and from any participation in acts of cor- any illegal action and from any participation in acts of cor- ruption. ruption. ruption.

4 – Conflict anticipation and resolution 4 – Conflict anticipation and resolution 4 – Conflict anticipation and resolution Should UNI or the France Telecom Group Worldwide Trade Should UNI or the France Telecom Group Worldwide Trade Should UNI or the France Telecom Group Worldwide Trade Union Alliance-UNI consider that this agreement or one of Union Alliance-UNI consider that this agreement or one of Union Alliance-UNI consider that this agreement or one of its principles is not applied in one of the Group's entities, its principles is not applied in one of the Group's entities, its principles is not applied in one of the Group's entities, they undertake to contact the France Telecom Group man- they undertake to contact the France Telecom Group man- they undertake to contact the France Telecom Group man- agement before any outside communications so that the agement before any outside communications so that the agement before any outside communications so that the necessary discussions can take place. For its part, the necessary discussions can take place. For its part, the necessary discussions can take place. For its part, the Group undertakes to implement any measures necessary to Group undertakes to implement any measures necessary to Group undertakes to implement any measures necessary to ensure compliance with the content of this agreement. ensure compliance with the content of this agreement. ensure compliance with the content of this agreement.

5 - Implementation and monitoring of the agreement 5 - Implementation and monitoring of the agreement 5 - Implementation and monitoring of the agreement The present agreement shall be made known to all the staff The present agreement shall be made known to all the staff The present agreement shall be made known to all the staff of the entities in the France Telecom Group and will be of the entities in the France Telecom Group and will be of the entities in the France Telecom Group and will be communicated to the management teams of all the sub- communicated to the management teams of all the sub- communicated to the management teams of all the sub- sidiaries concerned. sidiaries concerned. sidiaries concerned. The France Telecom Group's management and the World- The France Telecom Group's management and the World- The France Telecom Group's management and the World- wide Trade Union Alliance will jointly ensure that this wide Trade Union Alliance will jointly ensure that this wide Trade Union Alliance will jointly ensure that this agreement is effectively implemented. agreement is effectively implemented. agreement is effectively implemented. In companies where France Telecom Group has a signifi- In companies where France Telecom Group has a signifi- In companies where France Telecom Group has a signifi- cant presence without exercising direct control, the signa- cant presence without exercising direct control, the signa- cant presence without exercising direct control, the signa- tories undertake to promote the present agreement and to tories undertake to promote the present agreement and to tories undertake to promote the present agreement and to encourage its implementation, while respecting the inde- encourage its implementation, while respecting the inde- encourage its implementation, while respecting the inde- pendence of those companies. pendence of those companies. pendence of those companies. Monitoring of the agreement and regular progress reports Monitoring of the agreement and regular progress reports Monitoring of the agreement and regular progress reports will be provided by the signatories in half-yearly meetings will be provided by the signatories in half-yearly meetings will be provided by the signatories in half-yearly meetings between the France Telecom Group Worldwide Trade between the France Telecom Group Worldwide Trade between the France Telecom Group Worldwide Trade Union Alliance-UNI and the Group's management. These Union Alliance-UNI and the Group's management. These Union Alliance-UNI and the Group's management. These reports will notably be based on indicators drawn from the reports will notably be based on indicators drawn from the reports will notably be based on indicators drawn from the corporate social responsibility reporting. corporate social responsibility reporting. corporate social responsibility reporting. In the event of interpretation difficulties, the French version In the event of interpretation difficulties, the French version In the event of interpretation difficulties, the French version of this agreement shall be considered authentic. of this agreement shall be considered authentic. of this agreement shall be considered authentic.

94 94 94 This agreement is signed for an indefinite period; it can be This agreement is signed for an indefinite period; it can be This agreement is signed for an indefinite period; it can be cancelled by either of the parties at three months' notice. cancelled by either of the parties at three months' notice. cancelled by either of the parties at three months' notice. The agreement will be registered with the Paris Depart- The agreement will be registered with the Paris Depart- The agreement will be registered with the Paris Depart- mental Work, Employment and Professional Training mental Work, Employment and Professional Training mental Work, Employment and Professional Training Directorate (Direction Départementale du Travail de Directorate (Direction Départementale du Travail de Directorate (Direction Départementale du Travail de l’Emploi et de la Formation Professionnelle de Paris). l’Emploi et de la Formation Professionnelle de Paris). l’Emploi et de la Formation Professionnelle de Paris).

Drawn up in Paris, on 21 December 2006 Drawn up in Paris, on 21 December 2006 Drawn up in Paris, on 21 December 2006

Signatories: Signatories: Signatories:

For France Télécom For UNI For France Télécom For UNI For France Télécom For UNI

Didier LOMBARD Philip JENNINGS Didier LOMBARD Philip JENNINGS Didier LOMBARD Philip JENNINGS CEO General Secretary CEO General Secretary CEO General Secretary

Olivier BARBEROT For the “Alliance Syndicale Olivier BARBEROT For the “Alliance Syndicale Olivier BARBEROT For the “Alliance Syndicale Senior Vice President in Mondiale France Télécom” Senior Vice President in Mondiale France Télécom” Senior Vice President in Mondiale France Télécom” charge of Human Resources Gabou GUEYE charge of Human Resources Gabou GUEYE charge of Human Resources Gabou GUEYE and Poland operations President and Poland operations President and Poland operations President

And the French employee representatives represented And the French employee representatives represented And the French employee representatives represented respectively by: respectively by: respectively by:

For F3C-CFDT Hervé MORLAND – General Secretary For F3C-CFDT Hervé MORLAND – General Secretary For F3C-CFDT Hervé MORLAND – General Secretary For CGT Colette DUYNSLAEGER – General For CGT Colette DUYNSLAEGER – General For CGT Colette DUYNSLAEGER – General Secretary Secretary Secretary For FO-COM Jacky ARCHES – Federal Secretary in For FO-COM Jacky ARCHES – Federal Secretary in For FO-COM Jacky ARCHES – Federal Secretary in charge of International affairs charge of International affairs charge of International affairs

Useful links Useful links Useful links International Labour Organisation International Labour Organisation International Labour Organisation http://www.ilo.org/public/french/index.htm http://www.ilo.org/public/french/index.htm http://www.ilo.org/public/french/index.htm France Telecom Group Code of Ethics France Telecom Group Code of Ethics France Telecom Group Code of Ethics http://www.francetelecom.com/fr/groupe/responsabilite/ http://www.francetelecom.com/fr/groupe/responsabilite/ http://www.francetelecom.com/fr/groupe/responsabilite/ valeurs/charte.html valeurs/charte.html valeurs/charte.html Global Compact Global Compact Global Compact http://www.francetelecom.com/fr/groupe/responsabilite/ http://www.francetelecom.com/fr/groupe/responsabilite/ http://www.francetelecom.com/fr/groupe/responsabilite/ engagements/pacte_mondial.htm engagements/pacte_mondial.htm engagements/pacte_mondial.htm

95 95 95

Appendix Three Appendix Three Appendix Three

Nampak Nampak Nampak

29/05/2006 29/05/2006 29/05/2006

A global agreement between UNI Global Union and A global agreement between UNI Global Union and A global agreement between UNI Global Union and Nampak, the South African-based multinational that is big in Nampak, the South African-based multinational that is big in Nampak, the South African-based multinational that is big in packaging, was signed on 29 May 2006. Nampak covers a packaging, was signed on 29 May 2006. Nampak covers a packaging, was signed on 29 May 2006. Nampak covers a broad range of packaging operations in 19 countries on four broad range of packaging operations in 19 countries on four broad range of packaging operations in 19 countries on four continents and employs more than 17,000 workers. “We continents and employs more than 17,000 workers. “We continents and employs more than 17,000 workers. “We believe this agreement represents a serious tool to help believe this agreement represents a serious tool to help believe this agreement represents a serious tool to help unions organise,” said UNI Graphical’s Adriana Rosenzvaig. unions organise,” said UNI Graphical’s Adriana Rosenzvaig. unions organise,” said UNI Graphical’s Adriana Rosenzvaig. “We have established a good working relationship with this “We have established a good working relationship with this “We have established a good working relationship with this company and the agreement has extra significance as company and the agreement has extra significance as company and the agreement has extra significance as Nampak expands further into Africa, the Middle East and Nampak expands further into Africa, the Middle East and Nampak expands further into Africa, the Middle East and Latin America. Latin America. Latin America. ILO core labour standards outlaw child and forced labour, ILO core labour standards outlaw child and forced labour, ILO core labour standards outlaw child and forced labour, outlaw discrimination and provide the rights of workers to outlaw discrimination and provide the rights of workers to outlaw discrimination and provide the rights of workers to form or join unions and to bargain collectively. The UNI- form or join unions and to bargain collectively. The UNI- form or join unions and to bargain collectively. The UNI- Nampak agreement commits the company to respect ILO Nampak agreement commits the company to respect ILO Nampak agreement commits the company to respect ILO Convention 98, where no union currently exists, to not Convention 98, where no union currently exists, to not Convention 98, where no union currently exists, to not interfere or oppose worker efforts to form a union. The interfere or oppose worker efforts to form a union. The interfere or oppose worker efforts to form a union. The position of union representatives is also protected in the position of union representatives is also protected in the position of union representatives is also protected in the agreement - in line with ILO Conventions 135 and 143.39 agreement - in line with ILO Conventions 135 and 143.39 agreement - in line with ILO Conventions 135 and 143.39

39 Read more here: http://www.union-network.org/unigraphical.nsf/ 39 Read more here: http://www.union-network.org/unigraphical.nsf/ 39 Read more here: http://www.union-network.org/unigraphical.nsf/ a7e95e80bac348a0c12572c6003372da/e130ee88cf05f319c125717d005980a7?OpenDocument a7e95e80bac348a0c12572c6003372da/e130ee88cf05f319c125717d005980a7?OpenDocument a7e95e80bac348a0c12572c6003372da/e130ee88cf05f319c125717d005980a7?OpenDocument

97 97 97 Global Agreement on the Respect Global Agreement on the Respect Global Agreement on the Respect and Promotion of International and Promotion of International and Promotion of International Labour Standards Labour Standards Labour Standards

Between Nampak Ltd. Between Nampak Ltd. Between Nampak Ltd. And Union Network International And Union Network International And Union Network International

1. Preamble 1. Preamble 1. Preamble 1.1 Nampak is a multinational Packaging Company 1.1 Nampak is a multinational Packaging Company 1.1 Nampak is a multinational Packaging Company with some 160 operations in 19 countries, span- with some 160 operations in 19 countries, span- with some 160 operations in 19 countries, span- ning 4 continents, and employing over 17,000 ning 4 continents, and employing over 17,000 ning 4 continents, and employing over 17,000 people (2005). people (2005). people (2005).

1.2 Union Network International (UNI) is a global 1.2 Union Network International (UNI) is a global 1.2 Union Network International (UNI) is a global union representing workers in the graphical and union representing workers in the graphical and union representing workers in the graphical and services sectors, bringing together over 900 dif- services sectors, bringing together over 900 dif- services sectors, bringing together over 900 dif- ferent unions and over 15.5 million members ferent unions and over 15.5 million members ferent unions and over 15.5 million members (2004). (2004). (2004).

1.3 This agreement sets out the guiding principles by 1.3 This agreement sets out the guiding principles by 1.3 This agreement sets out the guiding principles by which UNI and Nampak will complement existing which UNI and Nampak will complement existing which UNI and Nampak will complement existing workplace and national agreements in order to workplace and national agreements in order to workplace and national agreements in order to secure fundamental human rights and working secure fundamental human rights and working secure fundamental human rights and working conditions at the workplace, in the industry and in conditions at the workplace, in the industry and in conditions at the workplace, in the industry and in the community. the community. the community.

1.4 Nampak and UNI affirm their mutual interest in the 1.4 Nampak and UNI affirm their mutual interest in the 1.4 Nampak and UNI affirm their mutual interest in the development and sustainability of the packaging, development and sustainability of the packaging, development and sustainability of the packaging,

98 98 98 printing and graphical industries, and in good printing and graphical industries, and in good printing and graphical industries, and in good industrial relations practice. industrial relations practice. industrial relations practice.

1.5 In working together Nampak and UNI agree to 1.5 In working together Nampak and UNI agree to 1.5 In working together Nampak and UNI agree to give practical effect to their common interest, and give practical effect to their common interest, and give practical effect to their common interest, and accordingly enter into this agreement to: accordingly enter into this agreement to: accordingly enter into this agreement to: • Create an effective channel for an ongoing dia- • Create an effective channel for an ongoing dia- • Create an effective channel for an ongoing dia- logue between them to protect and advance logue between them to protect and advance logue between them to protect and advance their mutual interests; their mutual interests; their mutual interests; • Affirm and implement the principles and values • Affirm and implement the principles and values • Affirm and implement the principles and values of internationally accepted industrial relations of internationally accepted industrial relations of internationally accepted industrial relations practices. practices. practices.

2. Application 2. Application 2. Application 2.1 This agreement will apply to all Nampak opera- 2.1 This agreement will apply to all Nampak opera- 2.1 This agreement will apply to all Nampak opera- tions where UNI has members and its subsidiar- tions where UNI has members and its subsidiar- tions where UNI has members and its subsidiar- ies, regardless of where they are located. ies, regardless of where they are located. ies, regardless of where they are located.

2.2 The parties unequivocally affirm that this agree- 2.2 The parties unequivocally affirm that this agree- 2.2 The parties unequivocally affirm that this agree- ment neither supersedes nor replaces any existing ment neither supersedes nor replaces any existing ment neither supersedes nor replaces any existing workplace and national agreements. workplace and national agreements. workplace and national agreements.

2.3 The parties recognize that different countries have 2.3 The parties recognize that different countries have 2.3 The parties recognize that different countries have different laws governing employment, thus both different laws governing employment, thus both different laws governing employment, thus both UNI and Nampak undertake to operate within the UNI and Nampak undertake to operate within the UNI and Nampak undertake to operate within the framework and jurisdiction of the applicable laws, framework and jurisdiction of the applicable laws, framework and jurisdiction of the applicable laws, whilst respecting all ILO standards. whilst respecting all ILO standards. whilst respecting all ILO standards.

3. Fundamental Human Rights in the Community and 3. Fundamental Human Rights in the Community and 3. Fundamental Human Rights in the Community and Workplace: Workplace: Workplace: UNI and Nampak support fundamental rights in the UNI and Nampak support fundamental rights in the UNI and Nampak support fundamental rights in the community and the workplace. That is: community and the workplace. That is: community and the workplace. That is:

3.1 Employment is freely chosen 3.1 Employment is freely chosen 3.1 Employment is freely chosen There shall be no use of forced labour or bonded There shall be no use of forced labour or bonded There shall be no use of forced labour or bonded labour (ILO Convention 105). labour (ILO Convention 105). labour (ILO Convention 105).

3.2 There is no discrimination in employment 3.2 There is no discrimination in employment 3.2 There is no discrimination in employment All workers shall have equality of opportunity and All workers shall have equality of opportunity and All workers shall have equality of opportunity and treatment regardless of the ethnic, origin, colour, treatment regardless of the ethnic, origin, colour, treatment regardless of the ethnic, origin, colour, gender, religion, political opinion, nationality, gender, religion, political opinion, nationality, gender, religion, political opinion, nationality, social origin, sexual orientation or other distin- social origin, sexual orientation or other distin- social origin, sexual orientation or other distin- guishing characteristics. (ILO Convention 100). guishing characteristics. (ILO Convention 100). guishing characteristics. (ILO Convention 100).

99 99 99 There shall therefore be no pay discrimination on There shall therefore be no pay discrimination on There shall therefore be no pay discrimination on the basis of these characteristics. the basis of these characteristics. the basis of these characteristics.

3.3 Child Labour is not used 3.3 Child Labour is not used 3.3 Child Labour is not used Child labour shall not be used. Only workers Child labour shall not be used. Only workers Child labour shall not be used. Only workers above the age of 15 years, or over the compulsory above the age of 15 years, or over the compulsory above the age of 15 years, or over the compulsory school-leaving age if higher, shall be employed school-leaving age if higher, shall be employed school-leaving age if higher, shall be employed (ILO Convention 182). (ILO Convention 182). (ILO Convention 182).

3.4 Freedom of Association and the right to 3.4 Freedom of Association and the right to 3.4 Freedom of Association and the right to Collective Bargaining are respected Collective Bargaining are respected Collective Bargaining are respected All workers shall have the right to form and join All workers shall have the right to form and join All workers shall have the right to form and join trade unions (ILO Convention 87). trade unions (ILO Convention 87). trade unions (ILO Convention 87). Nampak recognizes the right of unions to repre- Nampak recognizes the right of unions to repre- Nampak recognizes the right of unions to repre- sent employees in: sent employees in: sent employees in: a) Collective Bargaining (ILO Convention 98); a) Collective Bargaining (ILO Convention 98); a) Collective Bargaining (ILO Convention 98); b) Dispute settlement procedures; b) Dispute settlement procedures; b) Dispute settlement procedures; c) Negotiations and consultations in those c) Negotiations and consultations in those c) Negotiations and consultations in those matters affecting jobs and training, where matters affecting jobs and training, where matters affecting jobs and training, where unions have a stake; unions have a stake; unions have a stake; d) Where no trade union exists Nampak reaffirms d) Where no trade union exists Nampak reaffirms d) Where no trade union exists Nampak reaffirms its acceptance of the principle of freedom of its acceptance of the principle of freedom of its acceptance of the principle of freedom of association. It will respect the right of trade association. It will respect the right of trade association. It will respect the right of trade unions to organize employees (ILO Convention unions to organize employees (ILO Convention unions to organize employees (ILO Convention 98). Therefore : 98). Therefore : 98). Therefore : The company agrees not to interfere with or The company agrees not to interfere with or The company agrees not to interfere with or oppose its workers’ efforts to form a union, oppose its workers’ efforts to form a union, oppose its workers’ efforts to form a union, The implementation and specific procedures of The implementation and specific procedures of The implementation and specific procedures of this section will be subject to negotiation this section will be subject to negotiation this section will be subject to negotiation between the company and the individual between the company and the individual between the company and the individual national union(s). national union(s). national union(s).

3.5 The right to represent workers 3.5 The right to represent workers 3.5 The right to represent workers Nampak shall not discriminate against duly Nampak shall not discriminate against duly Nampak shall not discriminate against duly elected or appointed representatives of the work- elected or appointed representatives of the work- elected or appointed representatives of the work- ers and they shall have access to all workplaces ers and they shall have access to all workplaces ers and they shall have access to all workplaces necessary to enable them to carry out their repre- necessary to enable them to carry out their repre- necessary to enable them to carry out their repre- sentation functions (ILO Convention 135 and Rec- sentation functions (ILO Convention 135 and Rec- sentation functions (ILO Convention 135 and Rec- ommendation 143). ommendation 143). ommendation 143). Unions are also allowed reasonable access to Unions are also allowed reasonable access to Unions are also allowed reasonable access to organize workers and to distribute information, organize workers and to distribute information, organize workers and to distribute information, including by electronic means, where such infor- including by electronic means, where such infor- including by electronic means, where such infor- mation is legitimate union business. mation is legitimate union business. mation is legitimate union business.

100 100 100 3.6 Remuneration 3.6 Remuneration 3.6 Remuneration Workers shall be paid wages and benefits that are Workers shall be paid wages and benefits that are Workers shall be paid wages and benefits that are at least as favourable as those established by at least as favourable as those established by at least as favourable as those established by national legislation or other collective agreements. national legislation or other collective agreements. national legislation or other collective agreements. Workers will, as is the current practice, continue to Workers will, as is the current practice, continue to Workers will, as is the current practice, continue to negotiate their wages and benefits at the negotiate their wages and benefits at the negotiate their wages and benefits at the appropriate forums. appropriate forums. appropriate forums. Deductions from wages, unless permitted or Deductions from wages, unless permitted or Deductions from wages, unless permitted or required under national law, shall not be made in required under national law, shall not be made in required under national law, shall not be made in any circumstances without the express permission any circumstances without the express permission any circumstances without the express permission of the worker concerned. All workers must be of the worker concerned. All workers must be of the worker concerned. All workers must be provided with clear written information about provided with clear written information about provided with clear written information about wage conditions. wage conditions. wage conditions.

3.7 Hours of work 3.7 Hours of work 3.7 Hours of work Hours of work shall be agreed with applicable Hours of work shall be agreed with applicable Hours of work shall be agreed with applicable unions and shall, as a minimum, meet the unions and shall, as a minimum, meet the unions and shall, as a minimum, meet the requirements of appropriate national legislation, requirements of appropriate national legislation, requirements of appropriate national legislation, national agreements and industry standards. national agreements and industry standards. national agreements and industry standards. Overtime shall be voluntary wherever possible Overtime shall be voluntary wherever possible Overtime shall be voluntary wherever possible and shall be compensated in line with local, and shall be compensated in line with local, and shall be compensated in line with local, national and other collective agreements. national and other collective agreements. national and other collective agreements.

4. Conditions in the Workplace and Community 4. Conditions in the Workplace and Community 4. Conditions in the Workplace and Community Nampak and UNI support high standards applicable to Nampak and UNI support high standards applicable to Nampak and UNI support high standards applicable to the environment, security, health and safety at the the environment, security, health and safety at the the environment, security, health and safety at the workplace. That is: workplace. That is: workplace. That is:

4.1 Working conditions are decent 4.1 Working conditions are decent 4.1 Working conditions are decent A safe, hygienic and sustainable working environ- A safe, hygienic and sustainable working environ- A safe, hygienic and sustainable working environ- ment shall be provided (ILO Convention 155). ment shall be provided (ILO Convention 155). ment shall be provided (ILO Convention 155). Best occupational health and safety practice shall Best occupational health and safety practice shall Best occupational health and safety practice shall be promoted, including the provision of necessary be promoted, including the provision of necessary be promoted, including the provision of necessary safety equipment and adequate training. safety equipment and adequate training. safety equipment and adequate training. Practices shall comply with ILO Conventions and Practices shall comply with ILO Conventions and Practices shall comply with ILO Conventions and proper Health and Safety standards. proper Health and Safety standards. proper Health and Safety standards.

4.2 Respect for others at work 4.2 Respect for others at work 4.2 Respect for others at work A workplace shall be provided that is free from A workplace shall be provided that is free from A workplace shall be provided that is free from physical abuse, the threat of physical abuse, physical abuse, the threat of physical abuse, physical abuse, the threat of physical abuse, unusual penalties or punishments, sexual or other unusual penalties or punishments, sexual or other unusual penalties or punishments, sexual or other forms of harassment. Nampak will ensure that its forms of harassment. Nampak will ensure that its forms of harassment. Nampak will ensure that its policies are aimed at creating respect at the policies are aimed at creating respect at the policies are aimed at creating respect at the workplace. workplace. workplace.

101 101 101 4.3 Education and Training 4.3 Education and Training 4.3 Education and Training All workers should be given the opportunity to All workers should be given the opportunity to All workers should be given the opportunity to participate in appropriate education and training participate in appropriate education and training participate in appropriate education and training programmes, for example, IT and technical skills’ programmes, for example, IT and technical skills’ programmes, for example, IT and technical skills’ development. development. development.

4.4 Respect for the environment 4.4 Respect for the environment 4.4 Respect for the environment Nampak and UNI are committed to continuously Nampak and UNI are committed to continuously Nampak and UNI are committed to continuously improving the environmental performance of improving the environmental performance of improving the environmental performance of Nampak operations. Nampak operations. Nampak operations.

5. Implementation 5. Implementation 5. Implementation In order to achieve the objectives and undertakings In order to achieve the objectives and undertakings In order to achieve the objectives and undertakings given in this document, Nampak and UNI will engage in given in this document, Nampak and UNI will engage in given in this document, Nampak and UNI will engage in an on going dialogue and will meet regularly, for pur- an on going dialogue and will meet regularly, for pur- an on going dialogue and will meet regularly, for pur- poses of sharing relevant information about Nampak’s poses of sharing relevant information about Nampak’s poses of sharing relevant information about Nampak’s business and its strategies, according to the following business and its strategies, according to the following business and its strategies, according to the following principles. principles. principles.

a) Nampak and a UNI delegation will meet as neces- a) Nampak and a UNI delegation will meet as neces- a) Nampak and a UNI delegation will meet as neces- sary, but at least once a year. These meetings will be sary, but at least once a year. These meetings will be sary, but at least once a year. These meetings will be held in South Africa. held in South Africa. held in South Africa.

b) Nampak and a UNI delegation shall meet at the b) Nampak and a UNI delegation shall meet at the b) Nampak and a UNI delegation shall meet at the request of either party to resolve any dispute or dis- request of either party to resolve any dispute or dis- request of either party to resolve any dispute or dis- agreement regarding the implementation of this agreement regarding the implementation of this agreement regarding the implementation of this agreement. agreement. agreement.

c) The joint annual meeting will last as long as neces- c) The joint annual meeting will last as long as neces- c) The joint annual meeting will last as long as neces- sary, but not more than a day, and will be preceded sary, but not more than a day, and will be preceded sary, but not more than a day, and will be preceded by a preparatory meeting of the UNI delegation, by a preparatory meeting of the UNI delegation, by a preparatory meeting of the UNI delegation, which shall comprise UNI officials and the National which shall comprise UNI officials and the National which shall comprise UNI officials and the National Co-ordinators of the UNI affiliated unions. Co-ordinators of the UNI affiliated unions. Co-ordinators of the UNI affiliated unions.

d) At the joint annual meeting Nampak management will d) At the joint annual meeting Nampak management will d) At the joint annual meeting Nampak management will communicate general information in the form of an communicate general information in the form of an communicate general information in the form of an oral presentation and written documents regarding oral presentation and written documents regarding oral presentation and written documents regarding the company’s world wide activities and prospects the company’s world wide activities and prospects the company’s world wide activities and prospects and their impact on employees’ interests. The and their impact on employees’ interests. The and their impact on employees’ interests. The information will include the following: information will include the following: information will include the following:

• Economic and financial topics regarding the on- • Economic and financial topics regarding the on- • Economic and financial topics regarding the on- going development of Nampak at world level. going development of Nampak at world level. going development of Nampak at world level.

102 102 102 • Current performance and future prospects of the • Current performance and future prospects of the • Current performance and future prospects of the main operating activities, focusing on the most main operating activities, focusing on the most main operating activities, focusing on the most significant geographical areas and the key figures significant geographical areas and the key figures significant geographical areas and the key figures regarding employment. regarding employment. regarding employment. • Ongoing development of the group’s industrial • Ongoing development of the group’s industrial • Ongoing development of the group’s industrial relations in the different countries and the areas relations in the different countries and the areas relations in the different countries and the areas where it operates with particular attention to where it operates with particular attention to where it operates with particular attention to potentially critical situations. potentially critical situations. potentially critical situations. • A report by Nampak of activities and programs of • A report by Nampak of activities and programs of • A report by Nampak of activities and programs of Corporate Social Responsibility, as well as initia- Corporate Social Responsibility, as well as initia- Corporate Social Responsibility, as well as initia- tives involving health and safety at the workplace. tives involving health and safety at the workplace. tives involving health and safety at the workplace. e) A discussion and an exchange of views will follow the e) A discussion and an exchange of views will follow the e) A discussion and an exchange of views will follow the oral presentation by Nampak management. oral presentation by Nampak management. oral presentation by Nampak management. f) Nampak and UNI will exchange agenda items for dis- f) Nampak and UNI will exchange agenda items for dis- f) Nampak and UNI will exchange agenda items for dis- cussion at the joint meetings, at least two weeks cussion at the joint meetings, at least two weeks cussion at the joint meetings, at least two weeks before each scheduled meeting. before each scheduled meeting. before each scheduled meeting. g) Nampak and UNI will each appoint a contact person, g) Nampak and UNI will each appoint a contact person, g) Nampak and UNI will each appoint a contact person, who will be responsible for making practical prepa- who will be responsible for making practical prepa- who will be responsible for making practical prepa- rations for the meetings, including the advance dis- rations for the meetings, including the advance dis- rations for the meetings, including the advance dis- tribution of background documents. tribution of background documents. tribution of background documents. h) The meetings will be conducted in English and all h) The meetings will be conducted in English and all h) The meetings will be conducted in English and all written documentation will be in that language. written documentation will be in that language. written documentation will be in that language. i) UNI will bear all costs arising out of this agreement i) UNI will bear all costs arising out of this agreement i) UNI will bear all costs arising out of this agreement for its delegation and Nampak will do likewise. These for its delegation and Nampak will do likewise. These for its delegation and Nampak will do likewise. These costs include the necessary travel costs, costs include the necessary travel costs, costs include the necessary travel costs, accommodation and other expenses of an agreed accommodation and other expenses of an agreed accommodation and other expenses of an agreed number of UNI delegates, the facilities necessary to number of UNI delegates, the facilities necessary to number of UNI delegates, the facilities necessary to hold the joint and preparatory meetings, and the costs hold the joint and preparatory meetings, and the costs hold the joint and preparatory meetings, and the costs of the contact persons. Any UNI delegates who are of the contact persons. Any UNI delegates who are of the contact persons. Any UNI delegates who are Nampak employees will receive their normal pay Nampak employees will receive their normal pay Nampak employees will receive their normal pay during their absence to attend meetings in line with during their absence to attend meetings in line with during their absence to attend meetings in line with local agreements on such leave. The Nampak local agreements on such leave. The Nampak local agreements on such leave. The Nampak employees are limited only to the National Co- employees are limited only to the National Co- employees are limited only to the National Co- ordinators of the UNI affiliated unions. ordinators of the UNI affiliated unions. ordinators of the UNI affiliated unions. j) The above meetings are not intended in any way to j) The above meetings are not intended in any way to j) The above meetings are not intended in any way to supersede or replace existing local and national supersede or replace existing local and national supersede or replace existing local and national agreements. agreements. agreements.

103 103 103 6. Distribution of this agreement 6. Distribution of this agreement 6. Distribution of this agreement Nampak will distribute copies of this agreement to all of Nampak will distribute copies of this agreement to all of Nampak will distribute copies of this agreement to all of its UNI affiliated local plant Management in English, and its UNI affiliated local plant Management in English, and its UNI affiliated local plant Management in English, and other languages on request. UNI will also distribute the other languages on request. UNI will also distribute the other languages on request. UNI will also distribute the agreement as appropriate. agreement as appropriate. agreement as appropriate.

7. Code of business conduct 7. Code of business conduct 7. Code of business conduct UNI and its affiliates undertake to abide by Nampak’s UNI and its affiliates undertake to abide by Nampak’s UNI and its affiliates undertake to abide by Nampak’s worldwide Code of Business Conduct. Nampak will worldwide Code of Business Conduct. Nampak will worldwide Code of Business Conduct. Nampak will demonstrate the principles of this Agreement in its demonstrate the principles of this Agreement in its demonstrate the principles of this Agreement in its behaviour towards all its stakeholders. behaviour towards all its stakeholders. behaviour towards all its stakeholders.

8. Representativity 8. Representativity 8. Representativity The following Unions, which are active in the plants The following Unions, which are active in the plants The following Unions, which are active in the plants listed below, are currently affiliated to UNI, which here- listed below, are currently affiliated to UNI, which here- listed below, are currently affiliated to UNI, which here- with undertakes to update this list at the beginning of with undertakes to update this list at the beginning of with undertakes to update this list at the beginning of January each year. January each year. January each year.

104 104 104 Appendix Four Appendix Four Appendix Four

Securitas Securitas Securitas

30/03/2006 30/03/2006 30/03/2006

Respect for the worldwide rights of workers to join trade Respect for the worldwide rights of workers to join trade Respect for the worldwide rights of workers to join trade unions is a key ingredient in UNI Global Union's agreement unions is a key ingredient in UNI Global Union's agreement unions is a key ingredient in UNI Global Union's agreement with Swedish-based security services company Securitas. with Swedish-based security services company Securitas. with Swedish-based security services company Securitas. The agreement covers 225,000 workers in this rapidly The agreement covers 225,000 workers in this rapidly The agreement covers 225,000 workers in this rapidly globalising company. UNI General Secretary Philip globalising company. UNI General Secretary Philip globalising company. UNI General Secretary Philip Jennings, Securitas Chief Executive Thomas Berglund and Jennings, Securitas Chief Executive Thomas Berglund and Jennings, Securitas Chief Executive Thomas Berglund and the Swedish Transport union’s Per Winberg signed the the Swedish Transport union’s Per Winberg signed the the Swedish Transport union’s Per Winberg signed the agreement on March 30 in Nyon, Switzerland. agreement on March 30 in Nyon, Switzerland. agreement on March 30 in Nyon, Switzerland. The agreement draws on the UN's Declaration of Human The agreement draws on the UN's Declaration of Human The agreement draws on the UN's Declaration of Human Rights and the International Labour Organisation's funda- Rights and the International Labour Organisation's funda- Rights and the International Labour Organisation's funda- mental principles and provides for regular global dialogue mental principles and provides for regular global dialogue mental principles and provides for regular global dialogue between unions and Securitas. The agreement recognises between unions and Securitas. The agreement recognises between unions and Securitas. The agreement recognises that unions need access to workers in order to organise that unions need access to workers in order to organise that unions need access to workers in order to organise effectively and recruit members. The company also agrees effectively and recruit members. The company also agrees effectively and recruit members. The company also agrees to recognise unions under the easiest process available. to recognise unions under the easiest process available. to recognise unions under the easiest process available. There will be joint monitoring of the agreement with a global There will be joint monitoring of the agreement with a global There will be joint monitoring of the agreement with a global implementation team and local monitoring to include local implementation team and local monitoring to include local implementation team and local monitoring to include local management, unions and health and safety management, unions and health and safety management, unions and health and safety representatives.40 representatives.40 representatives.40

40 Read more here: http://www.uniglobalunion.org/ 40 Read more here: http://www.uniglobalunion.org/ 40 Read more here: http://www.uniglobalunion.org/ unipropertyn.nsf/6c298bec6506962ec12571e10041b03f/ 56745616cacf858bc12571a7004deb20? unipropertyn.nsf/6c298bec6506962ec12571e10041b03f/ 56745616cacf858bc12571a7004deb20? unipropertyn.nsf/6c298bec6506962ec12571e10041b03f/ 56745616cacf858bc12571a7004deb20? OpenDocument OpenDocument OpenDocument

105 105 105

Agreement between Agreement between Agreement between

SECURITAS AB (publ) SECURITAS AB (publ) SECURITAS AB (publ)

And Union Network International And Union Network International And Union Network International And Swedish Transport Workers´ Union And Swedish Transport Workers´ Union And Swedish Transport Workers´ Union

on the development of good working on the development of good working on the development of good working Relations in the Securitas Group Relations in the Securitas Group Relations in the Securitas Group

Preamble Preamble Preamble This agreement (the “Agreement”) has been concluded This agreement (the “Agreement”) has been concluded This agreement (the “Agreement”) has been concluded between Securitas AB (publ) (“Securitas”), parent company between Securitas AB (publ) (“Securitas”), parent company between Securitas AB (publ) (“Securitas”), parent company in the Securitas Group and Union Network International in the Securitas Group and Union Network International in the Securitas Group and Union Network International (“UNI”) / The Swedish Transport Workers´ Union (“UNI”) / The Swedish Transport Workers´ Union (“UNI”) / The Swedish Transport Workers´ Union (“Transport”). (“Transport”). (“Transport”). Securitas’ operations are based on three fundamental basic Securitas’ operations are based on three fundamental basic Securitas’ operations are based on three fundamental basic values: Integrity, Vigilance and Helpfulness. values: Integrity, Vigilance and Helpfulness. values: Integrity, Vigilance and Helpfulness. Integrity: Securitas insists on honesty in the way it conducts Integrity: Securitas insists on honesty in the way it conducts Integrity: Securitas insists on honesty in the way it conducts its business. The success of any business is largely its business. The success of any business is largely its business. The success of any business is largely dependent upon the honesty and integrity of its employees. dependent upon the honesty and integrity of its employees. dependent upon the honesty and integrity of its employees. A Securitas employee must be honest in order to be trusted A Securitas employee must be honest in order to be trusted A Securitas employee must be honest in order to be trusted to work unsupervised on the customer’s premises and with to work unsupervised on the customer’s premises and with to work unsupervised on the customer’s premises and with valuables. Securitas can never compromise in its demand valuables. Securitas can never compromise in its demand valuables. Securitas can never compromise in its demand for integrity and truthfulness. Integrity also includes openly for integrity and truthfulness. Integrity also includes openly for integrity and truthfulness. Integrity also includes openly expressing one’s opinion and reporting improprieties and expressing one’s opinion and reporting improprieties and expressing one’s opinion and reporting improprieties and other relevant information. other relevant information. other relevant information. Vigilance: Securitas insists on professionalism in the way it Vigilance: Securitas insists on professionalism in the way it Vigilance: Securitas insists on professionalism in the way it conducts its business. A Securitas employee must always conducts its business. A Securitas employee must always conducts its business. A Securitas employee must always be attentive and able to observe, listen and evaluate in be attentive and able to observe, listen and evaluate in be attentive and able to observe, listen and evaluate in order to protect the customer’s premises and property and order to protect the customer’s premises and property and order to protect the customer’s premises and property and the ethics and values Securitas stands for. the ethics and values Securitas stands for. the ethics and values Securitas stands for. Helpfulness: Securitas is committed to making peoples lives Helpfulness: Securitas is committed to making peoples lives Helpfulness: Securitas is committed to making peoples lives safer. A Securitas employee should always be ready to help safer. A Securitas employee should always be ready to help safer. A Securitas employee should always be ready to help and assist. We must be ready to support and take care of and assist. We must be ready to support and take care of and assist. We must be ready to support and take care of our colleagues, clients and others who need assistance. our colleagues, clients and others who need assistance. our colleagues, clients and others who need assistance. The Agreement is based on the signatories’ joint commit- The Agreement is based on the signatories’ joint commit- The Agreement is based on the signatories’ joint commit- ment to respect and secure the fundamental basic values ment to respect and secure the fundamental basic values ment to respect and secure the fundamental basic values and principles reflected in Securitas’ Code of Conduct (the and principles reflected in Securitas’ Code of Conduct (the and principles reflected in Securitas’ Code of Conduct (the “Code”). “Code”). “Code”).

107 107 107 This Agreement sets out, by reference to the Securitas This Agreement sets out, by reference to the Securitas This Agreement sets out, by reference to the Securitas Code, guiding core principles by which Securitas and UNI / Code, guiding core principles by which Securitas and UNI / Code, guiding core principles by which Securitas and UNI / Transport will work in order to secure the compliance of the Transport will work in order to secure the compliance of the Transport will work in order to secure the compliance of the rights and principles established therein. rights and principles established therein. rights and principles established therein.

Implementation Implementation Implementation The parties agree that Securitas’ business is based on trust. The parties agree that Securitas’ business is based on trust. The parties agree that Securitas’ business is based on trust. To make sure that Securitas is trusted in the countries and To make sure that Securitas is trusted in the countries and To make sure that Securitas is trusted in the countries and communities in which it operates and by its customers, em- communities in which it operates and by its customers, em- communities in which it operates and by its customers, em- ployees and other stakeholders, all employees must respect ployees and other stakeholders, all employees must respect ployees and other stakeholders, all employees must respect and protect Securitas’ ethical philosophy and basic values and protect Securitas’ ethical philosophy and basic values and protect Securitas’ ethical philosophy and basic values as reflected in the Code and in Securitas’ employee guide as reflected in the Code and in Securitas’ employee guide as reflected in the Code and in Securitas’ employee guide “Basic Values”. “Basic Values”. “Basic Values”. The parties expect all employees to respect the norms and The parties expect all employees to respect the norms and The parties expect all employees to respect the norms and principles reflected in the Code which is to be respected principles reflected in the Code which is to be respected principles reflected in the Code which is to be respected and applied throughout the Securitas Group and, within Se- and applied throughout the Securitas Group and, within Se- and applied throughout the Securitas Group and, within Se- curitas’ sphere of influence, by all those with whom Securi- curitas’ sphere of influence, by all those with whom Securi- curitas’ sphere of influence, by all those with whom Securi- tas does business. If a business partner does not fulfil the tas does business. If a business partner does not fulfil the tas does business. If a business partner does not fulfil the requirements set out in the Code and does not undertake to requirements set out in the Code and does not undertake to requirements set out in the Code and does not undertake to comply with the Code upon written request from Securitas, comply with the Code upon written request from Securitas, comply with the Code upon written request from Securitas, Securitas shall consider not doing business with that par- Securitas shall consider not doing business with that par- Securitas shall consider not doing business with that par- ticular partner. ticular partner. ticular partner. UNI / Transport will publicly support companies that they UNI / Transport will publicly support companies that they UNI / Transport will publicly support companies that they consider to be leaders and frontrunners in the security ser- consider to be leaders and frontrunners in the security ser- consider to be leaders and frontrunners in the security ser- vices industry. vices industry. vices industry. Securitas will ensure that appropriate translations of the Securitas will ensure that appropriate translations of the Securitas will ensure that appropriate translations of the Code and this Agreement are available throughout its or- Code and this Agreement are available throughout its or- Code and this Agreement are available throughout its or- ganisation. ganisation. ganisation. UNI / Transport undertake to inform affiliated trade unions UNI / Transport undertake to inform affiliated trade unions UNI / Transport undertake to inform affiliated trade unions as well as other trade union organisations representing em- as well as other trade union organisations representing em- as well as other trade union organisations representing em- ployees of the Securitas Group about the content of the ployees of the Securitas Group about the content of the ployees of the Securitas Group about the content of the Code and this Agreement. Code and this Agreement. Code and this Agreement. The parties believe in co-operation and Securitas will re- The parties believe in co-operation and Securitas will re- The parties believe in co-operation and Securitas will re- spect the rights of all employees to form and join trade un- spect the rights of all employees to form and join trade un- spect the rights of all employees to form and join trade un- ions of their choice and to bargain collectively in accordance ions of their choice and to bargain collectively in accordance ions of their choice and to bargain collectively in accordance with local laws and principles. In order to ensure harmoni- with local laws and principles. In order to ensure harmoni- with local laws and principles. In order to ensure harmoni- ous labour relations, the parties agree that when a UNI affili- ous labour relations, the parties agree that when a UNI affili- ous labour relations, the parties agree that when a UNI affili- ated union notifies Securitas of its intention to organise se- ated union notifies Securitas of its intention to organise se- ated union notifies Securitas of its intention to organise se- curity officers in a given area, the local parties should, in curity officers in a given area, the local parties should, in curity officers in a given area, the local parties should, in accordance with local laws and principles, designate appro- accordance with local laws and principles, designate appro- accordance with local laws and principles, designate appro- priate representatives to meet in order to establish a relation priate representatives to meet in order to establish a relation priate representatives to meet in order to establish a relation

108 108 108 built upon a professional and respectful manner. The local built upon a professional and respectful manner. The local built upon a professional and respectful manner. The local parties will adhere to the following basic principles: parties will adhere to the following basic principles: parties will adhere to the following basic principles: a) The organisational process shall ensure that the a) The organisational process shall ensure that the a) The organisational process shall ensure that the company shall remain competitive within the market company shall remain competitive within the market company shall remain competitive within the market being organized. being organized. being organized. b) The company shall recognise the union as the b) The company shall recognise the union as the b) The company shall recognise the union as the representative of the employees so long as the union representative of the employees so long as the union representative of the employees so long as the union satisfies the minimum legal requirements for recognition satisfies the minimum legal requirements for recognition satisfies the minimum legal requirements for recognition under applicable law. Upon recognition, the local parties under applicable law. Upon recognition, the local parties under applicable law. Upon recognition, the local parties will agree on the principles for the continuous will agree on the principles for the continuous will agree on the principles for the continuous cooperation and, after recognition, the ongoing cooperation and, after recognition, the ongoing cooperation and, after recognition, the ongoing mechanism for union access to employees. This could mechanism for union access to employees. This could mechanism for union access to employees. This could include, for example, access to company sponsored include, for example, access to company sponsored include, for example, access to company sponsored training and access to introduction meetings. training and access to introduction meetings. training and access to introduction meetings. c) The company will provide assistance in the c) The company will provide assistance in the c) The company will provide assistance in the organizational process in accordance with local laws and organizational process in accordance with local laws and organizational process in accordance with local laws and principles. Such assistance shall, if possible in principles. Such assistance shall, if possible in principles. Such assistance shall, if possible in accordance with local laws and principles, include the accordance with local laws and principles, include the accordance with local laws and principles, include the supply of relevant employee related information. The supply of relevant employee related information. The supply of relevant employee related information. The company will enable local union representatives to company will enable local union representatives to company will enable local union representatives to arrange meetings with employees in a non-disruptive arrange meetings with employees in a non-disruptive arrange meetings with employees in a non-disruptive manner. manner. manner. d) In cases of non-compliance with the norms and d) In cases of non-compliance with the norms and d) In cases of non-compliance with the norms and principles of the Code, the parties are prepared to co- principles of the Code, the parties are prepared to co- principles of the Code, the parties are prepared to co- operate in order to find acceptable and practicable operate in order to find acceptable and practicable operate in order to find acceptable and practicable solutions in each individual case. solutions in each individual case. solutions in each individual case. The parties acknowledge that social, cultural, legal and The parties acknowledge that social, cultural, legal and The parties acknowledge that social, cultural, legal and other factors may differ from country to country and that other factors may differ from country to country and that other factors may differ from country to country and that such differences naturally have to be taken into considera- such differences naturally have to be taken into considera- such differences naturally have to be taken into considera- tion in the application of the Code. tion in the application of the Code. tion in the application of the Code. In order to fulfil the implementation of the Code, the parties In order to fulfil the implementation of the Code, the parties In order to fulfil the implementation of the Code, the parties agree to set up an implementation group consisting of two agree to set up an implementation group consisting of two agree to set up an implementation group consisting of two members from UNI / Transport and two members from Se- members from UNI / Transport and two members from Se- members from UNI / Transport and two members from Se- curitas (the “Implementation Group”). curitas (the “Implementation Group”). curitas (the “Implementation Group”). The Implementation Group will meet annually to review the The Implementation Group will meet annually to review the The Implementation Group will meet annually to review the implementation of this Agreement and any reported implementation of this Agreement and any reported implementation of this Agreement and any reported breaches of its terms. The meeting of the Implementation breaches of its terms. The meeting of the Implementation breaches of its terms. The meeting of the Implementation Group will be held in conjunction with the annual meeting of Group will be held in conjunction with the annual meeting of Group will be held in conjunction with the annual meeting of Securitas’ European Works Council. In exceptional cases Securitas’ European Works Council. In exceptional cases Securitas’ European Works Council. In exceptional cases the Implementation Group will meet by mutual agreement. the Implementation Group will meet by mutual agreement. the Implementation Group will meet by mutual agreement.

109 109 109 The Implementation Group may, if required in order to fulfil The Implementation Group may, if required in order to fulfil The Implementation Group may, if required in order to fulfil the implementation of the Code in a particular country, de- the implementation of the Code in a particular country, de- the implementation of the Code in a particular country, de- cide to establish a local implementation group consisting of cide to establish a local implementation group consisting of cide to establish a local implementation group consisting of members from Securitas’ senior local management and members from Securitas’ senior local management and members from Securitas’ senior local management and members from the appropriate local UNI affiliated trade un- members from the appropriate local UNI affiliated trade un- members from the appropriate local UNI affiliated trade un- ion. ion. ion. The parties accept that effective local monitoring of this The parties accept that effective local monitoring of this The parties accept that effective local monitoring of this Agreement must involve the local management, the employ- Agreement must involve the local management, the employ- Agreement must involve the local management, the employ- ees and their representatives, health and safety representa- ees and their representatives, health and safety representa- ees and their representatives, health and safety representa- tives and local trade unions. tives and local trade unions. tives and local trade unions. Although Securitas may, at any time, make necessary Although Securitas may, at any time, make necessary Although Securitas may, at any time, make necessary changes or amendments to the Code, Securitas undertakes changes or amendments to the Code, Securitas undertakes changes or amendments to the Code, Securitas undertakes to consult the employee representatives of the Implementa- to consult the employee representatives of the Implementa- to consult the employee representatives of the Implementa- tion Group prior to any changes or amendments. tion Group prior to any changes or amendments. tion Group prior to any changes or amendments. Each party will, in accordance with applicable local legisla- Each party will, in accordance with applicable local legisla- Each party will, in accordance with applicable local legisla- tion and principles, ensure that the other party is provided tion and principles, ensure that the other party is provided tion and principles, ensure that the other party is provided with information to enable monitoring of the compliance with with information to enable monitoring of the compliance with with information to enable monitoring of the compliance with this Agreement. this Agreement. this Agreement.

Infringements Infringements Infringements a) It is the responsibility of each Securitas employee to a) It is the responsibility of each Securitas employee to a) It is the responsibility of each Securitas employee to observe and promote the Code. Each employee is observe and promote the Code. Each employee is observe and promote the Code. Each employee is requested to report violations of the Code to his/her requested to report violations of the Code to his/her requested to report violations of the Code to his/her manager for investigation. If a complaint is not resolved manager for investigation. If a complaint is not resolved manager for investigation. If a complaint is not resolved within a reasonable time or where the allegation can be within a reasonable time or where the allegation can be within a reasonable time or where the allegation can be considered to be of a serious nature it must always be considered to be of a serious nature it must always be considered to be of a serious nature it must always be reported to local senior management who will ensure reported to local senior management who will ensure reported to local senior management who will ensure that a comprehensive investigation is carried out and, that a comprehensive investigation is carried out and, that a comprehensive investigation is carried out and, when necessary, that relevant corrective measures are when necessary, that relevant corrective measures are when necessary, that relevant corrective measures are implemented. implemented. implemented. b) If the complaint is not resolved with local senior b) If the complaint is not resolved with local senior b) If the complaint is not resolved with local senior management according to Clause a) above, the union management according to Clause a) above, the union management according to Clause a) above, the union representatives may refer the matter to the appropriate representatives may refer the matter to the appropriate representatives may refer the matter to the appropriate national union organisation who may raise the issue with national union organisation who may raise the issue with national union organisation who may raise the issue with Securitas’ country president. Securitas’ country president. Securitas’ country president. c) If the complaint is still unresolved after the measures in c) If the complaint is still unresolved after the measures in c) If the complaint is still unresolved after the measures in Clauses a) and b) above, representatives of the national Clauses a) and b) above, representatives of the national Clauses a) and b) above, representatives of the national union will inform the union representatives of the union will inform the union representatives of the union will inform the union representatives of the Implementation Group about the matter who may then Implementation Group about the matter who may then Implementation Group about the matter who may then

110 110 110 decide to raise the matter with Securitas’ representatives decide to raise the matter with Securitas’ representatives decide to raise the matter with Securitas’ representatives in the Implementation Group. in the Implementation Group. in the Implementation Group.

Administration, Interpretation and Duration Administration, Interpretation and Duration Administration, Interpretation and Duration etc. etc. etc. Securitas and UNI / Transport are responsible for the ad- Securitas and UNI / Transport are responsible for the ad- Securitas and UNI / Transport are responsible for the ad- ministration of this Agreement. ministration of this Agreement. ministration of this Agreement. The parties agree that all conversations and negotiations The parties agree that all conversations and negotiations The parties agree that all conversations and negotiations taking place pursuant to this Agreement shall be held in a taking place pursuant to this Agreement shall be held in a taking place pursuant to this Agreement shall be held in a professional and respectful manner. Information exchanged professional and respectful manner. Information exchanged professional and respectful manner. Information exchanged between the parties which is of a confidential nature shall between the parties which is of a confidential nature shall between the parties which is of a confidential nature shall remain in confidence and shall not be disclosed to third par- remain in confidence and shall not be disclosed to third par- remain in confidence and shall not be disclosed to third par- ties. ties. ties. The parties agree that any differences with respect to the The parties agree that any differences with respect to the The parties agree that any differences with respect to the implementation or interpretation of this Agreement shall be implementation or interpretation of this Agreement shall be implementation or interpretation of this Agreement shall be discussed in the Implementation Group, for the purpose of discussed in the Implementation Group, for the purpose of discussed in the Implementation Group, for the purpose of making recommendations to the parties concerned. making recommendations to the parties concerned. making recommendations to the parties concerned. For the avoidance of any doubt, it is acknowledged that this For the avoidance of any doubt, it is acknowledged that this For the avoidance of any doubt, it is acknowledged that this Agreement shall not in any way replace any applicable col- Agreement shall not in any way replace any applicable col- Agreement shall not in any way replace any applicable col- lective bargaining procedures or other labour related proce- lective bargaining procedures or other labour related proce- lective bargaining procedures or other labour related proce- dures or regulations or local industry practice under national dures or regulations or local industry practice under national dures or regulations or local industry practice under national law or otherwise be used as a parallel route to solve local or law or otherwise be used as a parallel route to solve local or law or otherwise be used as a parallel route to solve local or national issues or disputes related to labour matters. national issues or disputes related to labour matters. national issues or disputes related to labour matters. This Agreement shall come into effect as from the date of This Agreement shall come into effect as from the date of This Agreement shall come into effect as from the date of signing. The period of agreement shall be two (2) years. In signing. The period of agreement shall be two (2) years. In signing. The period of agreement shall be two (2) years. In the event that neither party has given written notice of termi- the event that neither party has given written notice of termi- the event that neither party has given written notice of termi- nation to the other party six (6) months prior to the expira- nation to the other party six (6) months prior to the expira- nation to the other party six (6) months prior to the expira- tion date, this Agreement shall continue in full force during tion date, this Agreement shall continue in full force during tion date, this Agreement shall continue in full force during successive periods of one (1) year until terminated at the successive periods of one (1) year until terminated at the successive periods of one (1) year until terminated at the end of each such one year period by either party giving to end of each such one year period by either party giving to end of each such one year period by either party giving to the other party a written termination not less than six the other party a written termination not less than six the other party a written termination not less than six months in advance. After negotiations a party may also ter- months in advance. After negotiations a party may also ter- months in advance. After negotiations a party may also ter- minate this Agreement with immediate effect upon any ma- minate this Agreement with immediate effect upon any ma- minate this Agreement with immediate effect upon any ma- terial breach of contract by the other party. terial breach of contract by the other party. terial breach of contract by the other party. This Agreement shall be governed and construed in accor- This Agreement shall be governed and construed in accor- This Agreement shall be governed and construed in accor- dance with the laws of Sweden. dance with the laws of Sweden. dance with the laws of Sweden. Any notice relating to this Agreement shall be made in writ- Any notice relating to this Agreement shall be made in writ- Any notice relating to this Agreement shall be made in writ- ing and sent to the address shown below or such other ad- ing and sent to the address shown below or such other ad- ing and sent to the address shown below or such other ad- dress as such addressee shall have designated in writing to dress as such addressee shall have designated in writing to dress as such addressee shall have designated in writing to the other party: the other party: the other party:

111 111 111 If to Securitas: If to Securitas: If to Securitas: Securitas AB Securitas AB Securitas AB Lindhagensplan 70 Lindhagensplan 70 Lindhagensplan 70 P.O. Box 12307 P.O. Box 12307 P.O. Box 12307 SE-102 28 Stockholm SE-102 28 Stockholm SE-102 28 Stockholm Sweden Sweden Sweden

If to UNI / Transport: If to UNI / Transport: If to UNI / Transport: Union Network International Union Network International Union Network International Ave. Reverdil 8-10 Ave. Reverdil 8-10 Ave. Reverdil 8-10 CH 1260 Nyon CH 1260 Nyon CH 1260 Nyon Switzerland Switzerland Switzerland

Swedish Transport Workers´ Union Swedish Transport Workers´ Union Swedish Transport Workers´ Union Box 714 Box 714 Box 714 101 33 Stockholm 101 33 Stockholm 101 33 Stockholm Sweden Sweden Sweden

This Agreement has been executed in three (3) copies, of This Agreement has been executed in three (3) copies, of This Agreement has been executed in three (3) copies, of which the parties take one each. which the parties take one each. which the parties take one each.

Securitas AB (publ) Union Network International / Securitas AB (publ) Union Network International / Securitas AB (publ) Union Network International / Swedish Transport Workers Union Swedish Transport Workers Union Swedish Transport Workers Union

112 112 112 Appendix Five Appendix Five Appendix Five

National Contact National Contact National Contact

(29 June 2007 / 29 juin 2007)41 (29 June 2007 / 29 juin 2007)41 (29 June 2007 / 29 juin 2007)41

Allemagne - Germany Allemagne - Germany Allemagne - Germany Bundesministerium für Wirtschaft und Technologie Bundesministerium für Wirtschaft und Technologie Bundesministerium für Wirtschaft und Technologie - Auslandsinvestitionen VC3 - Auslandsinvestitionen VC3 - Auslandsinvestitionen VC3 Scharnhorststrasse 34-37 Scharnhorststrasse 34-37 Scharnhorststrasse 34-37 D-10115 Berlin D-10115 Berlin D-10115 Berlin Tel: (49-30) 2014 7577, 75 21 Tel: (49-30) 2014 7577, 75 21 Tel: (49-30) 2014 7577, 75 21 Fax: (49-30) 2014 5378 Fax: (49-30) 2014 5378 Fax: (49-30) 2014 5378 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.bmwi.de/BMWi/Navigation/ Web: www.bmwi.de/BMWi/Navigation/ Web: www.bmwi.de/BMWi/Navigation/ aussenwirtschaft,did=177082.html aussenwirtschaft,did=177082.html aussenwirtschaft,did=177082.html

Argentine - Argentina Argentine - Argentina Argentine - Argentina Ambassador Enrique J. de la Torre Ambassador Enrique J. de la Torre Ambassador Enrique J. de la Torre National Direction of International Economic Negotiations (DINEI) National Direction of International Economic Negotiations (DINEI) National Direction of International Economic Negotiations (DINEI) Ministry of Foreign Affairs, International Trade and Worship Ministry of Foreign Affairs, International Trade and Worship Ministry of Foreign Affairs, International Trade and Worship Esmeralda 1212, 9th floor Esmeralda 1212, 9th floor Esmeralda 1212, 9th floor Buenos Aires Buenos Aires Buenos Aires Tel: (54-11) 4819-8124/7610/7607 Tel: (54-11) 4819-8124/7610/7607 Tel: (54-11) 4819-8124/7610/7607 Fax: (54-11) 4819 7566 Fax: (54-11) 4819 7566 Fax: (54-11) 4819 7566 Email: [email protected], [email protected], [email protected] Email: [email protected], [email protected], [email protected] Email: [email protected], [email protected], [email protected]

Australie - Australia Australie - Australia Australie - Australia The Executive Member The Executive Member The Executive Member Foreign Investment Review Board Foreign Investment Review Board Foreign Investment Review Board c/- The Treasury c/- The Treasury c/- The Treasury Canberra ACT 2600 Canberra ACT 2600 Canberra ACT 2600 Tel: (61-2) 6263 3763 Tel: (61-2) 6263 3763 Tel: (61-2) 6263 3763 Fax: (61-2) 6263 2940 Fax: (61-2) 6263 2940 Fax: (61-2) 6263 2940 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.ausncp.gov.au Web: www.ausncp.gov.au Web: www.ausncp.gov.au

Autriche - Austria Autriche - Austria Autriche - Austria Director Director Director Export and Investment Policy Division Export and Investment Policy Division Export and Investment Policy Division Federal Ministry of Economics and Labour Abteilung C2/5 Federal Ministry of Economics and Labour Abteilung C2/5 Federal Ministry of Economics and Labour Abteilung C2/5 Stubenring 1 Stubenring 1 Stubenring 1 1011 Vienna 1011 Vienna 1011 Vienna Tel: (43-1) 711 00 5180 or 5792 Tel: (43-1) 711 00 5180 or 5792 Tel: (43-1) 711 00 5180 or 5792 Fax: (43-1) 71100 15101 Fax: (43-1) 71100 15101 Fax: (43-1) 71100 15101 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.oecd-leitsaetze.at Web: www.oecd-leitsaetze.at Web: www.oecd-leitsaetze.at

41 For NCP updates see : http://www.oecd.org/ 41 For NCP updates see : http://www.oecd.org/ 41 For NCP updates see : http://www.oecd.org/ document/60/0,3343,en_2649_34889_1933116_1_1_1_1,00.html document/60/0,3343,en_2649_34889_1933116_1_1_1_1,00.html document/60/0,3343,en_2649_34889_1933116_1_1_1_1,00.html

113 113 113 Belgique - Belgium Belgique - Belgium Belgique - Belgium Service Public Fédéral Economie Potentiel Economique Service Public Fédéral Economie Potentiel Economique Service Public Fédéral Economie Potentiel Economique Rue du Progrès 50 Rue du Progrès 50 Rue du Progrès 50 1210 Bruxelles 1210 Bruxelles 1210 Bruxelles Tel: (32-2) 277 72 82 (32-2) 277 53 06 Tel: (32-2) 277 72 82 (32-2) 277 53 06 Tel: (32-2) 277 72 82 (32-2) 277 53 06 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.oecd-guidelines.fgov.be Web: www.oecd-guidelines.fgov.be Web: www.oecd-guidelines.fgov.be www.ocde-principesdirecteurs.fgov.be www.ocde-principesdirecteurs.fgov.be www.ocde-principesdirecteurs.fgov.be www.oeso-richtlijnen.fgov.be www.oeso-richtlijnen.fgov.be www.oeso-richtlijnen.fgov.be

Brésil - Brazil Brésil - Brazil Brésil - Brazil Mr. Pedro de Abreu e Lima Florêncio Mr. Pedro de Abreu e Lima Florêncio Mr. Pedro de Abreu e Lima Florêncio Secretaria de Assuntos Internacionais Secretaria de Assuntos Internacionais Secretaria de Assuntos Internacionais Ministério da Fazenda Setor da Autarquias Sul, Ministério da Fazenda Setor da Autarquias Sul, Ministério da Fazenda Setor da Autarquias Sul, Quadra 03, Bloco “O”, Sala 1007 Quadra 03, Bloco “O”, Sala 1007 Quadra 03, Bloco “O”, Sala 1007 70079–900 Brasília – Distrito Federal 70079–900 Brasília – Distrito Federal 70079–900 Brasília – Distrito Federal Tel: (+5561) 3412 4013 Tel: (+5561) 3412 4013 Tel: (+5561) 3412 4013 Fax: (+5561) 3412 4057 Fax: (+5561) 3412 4057 Fax: (+5561) 3412 4057 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.fazenda.gov.br/multinacionaispcn Web: www.fazenda.gov.br/multinacionaispcn Web: www.fazenda.gov.br/multinacionaispcn

Canada Canada Canada Canada’s National Contact Point Canada’s National Contact Point Canada’s National Contact Point Room S5-192 Room S5-192 Room S5-192 International Trade Canada International Trade Canada International Trade Canada 111 Sussex Drive 111 Sussex Drive 111 Sussex Drive Ottawa, Ottawa, Ottawa, Ontario K1A 0G2 Ontario K1A 0G2 Ontario K1A 0G2 Tel: (1-613) 996-3324 Tel: (1-613) 996-3324 Tel: (1-613) 996-3324 Fax: (1-613) 944 0679 Fax: (1-613) 944 0679 Fax: (1-613) 944 0679 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.ncp-pcn.gc.ca Web: www.ncp-pcn.gc.ca Web: www.ncp-pcn.gc.ca

Chili - Chile Chili - Chile Chili - Chile Chef du Département OECD/DIRECON Chef du Département OECD/DIRECON Chef du Département OECD/DIRECON Dirección de Relaciones Económicas Internacionales Dirección de Relaciones Económicas Internacionales Dirección de Relaciones Económicas Internacionales Ministerio de Relaciones Exteriores de Chile Ministerio de Relaciones Exteriores de Chile Ministerio de Relaciones Exteriores de Chile Teatinos 180, Piso 11 Teatinos 180, Piso 11 Teatinos 180, Piso 11 Santiago Santiago Santiago Tel: 56 2 565 91 16 Tel: 56 2 565 91 16 Tel: 56 2 565 91 16 Fax: 56 2 565 9362 Fax: 56 2 565 9362 Fax: 56 2 565 9362 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.direcon.cl > "acuerdos comerciales" > OECD Web: www.direcon.cl > "acuerdos comerciales" > OECD Web: www.direcon.cl > "acuerdos comerciales" > OECD

Corée - Korea Corée - Korea Corée - Korea Secretary of the Committee Foreign Investment Policy Division Secretary of the Committee Foreign Investment Policy Division Secretary of the Committee Foreign Investment Policy Division Ministry of Commerce, Industry and Energy Ministry of Commerce, Industry and Energy Ministry of Commerce, Industry and Energy 1 Chungang-dong 1 Chungang-dong 1 Chungang-dong Gwacheon-si Gwacheon-si Gwacheon-si Kyonggi-do Kyonggi-do Kyonggi-do Tel: 82-2-2110-5356 Tel: 82-2-2110-5356 Tel: 82-2-2110-5356 Fax: 82-2-504-4816 Fax: 82-2-504-4816 Fax: 82-2-504-4816 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.mocie.go.kr Web: www.mocie.go.kr Web: www.mocie.go.kr

114 114 114 Danemark - Denmark Danemark - Denmark Danemark - Denmark Deputy Permanent Secretary of State Deputy Permanent Secretary of State Deputy Permanent Secretary of State Labour Law and International Relations Centre Labour Law and International Relations Centre Labour Law and International Relations Centre Ministry of Employment Ministry of Employment Ministry of Employment Ved Stranden 8 Ved Stranden 8 Ved Stranden 8 DK-1061 Copenhagen K DK-1061 Copenhagen K DK-1061 Copenhagen K Tel: (45) 72 20 51 00 Tel: (45) 72 20 51 00 Tel: (45) 72 20 51 00 Fax: (45) 33 12 13 78 Fax: (45) 33 12 13 78 Fax: (45) 33 12 13 78 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.bm.dk/kontaktpunkt Web: www.bm.dk/kontaktpunkt Web: www.bm.dk/kontaktpunkt

Espagne - Spain Espagne - Spain Espagne - Spain National Contact Point National Contact Point National Contact Point General Secretariat for International Trade General Secretariat for International Trade General Secretariat for International Trade Ministry of Industry, Tourism and Trade Ministry of Industry, Tourism and Trade Ministry of Industry, Tourism and Trade Paseo de la Castellana nº 162 Paseo de la Castellana nº 162 Paseo de la Castellana nº 162 28046 Madrid 28046 Madrid 28046 Madrid Tel: (34) 91 349 38 60 Tel: (34) 91 349 38 60 Tel: (34) 91 349 38 60 Fax: (34) 91 457 2863 Fax: (34) 91 457 2863 Fax: (34) 91 457 2863 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.espnc.es et www.comercio.es/comercio/bienvenido/ Web: www.espnc.es et www.comercio.es/comercio/bienvenido/ Web: www.espnc.es et www.comercio.es/comercio/bienvenido/ Inversiones+Exteriores/ Inversiones+Exteriores/ Inversiones+Exteriores/ Punto+Nacional+de+Contacto+de+las+Lineas+Directrices/ Punto+Nacional+de+Contacto+de+las+Lineas+Directrices/ Punto+Nacional+de+Contacto+de+las+Lineas+Directrices/ pagLineasDirectrices.htm pagLineasDirectrices.htm pagLineasDirectrices.htm

Estonie - Estonia Estonie - Estonia Estonie - Estonia National Contact Point of the OECD Declaration on National Contact Point of the OECD Declaration on National Contact Point of the OECD Declaration on International Investment and Multinational Enterprises International Investment and Multinational Enterprises International Investment and Multinational Enterprises Foreign Trade Policy Division, Trade Department, Foreign Trade Policy Division, Trade Department, Foreign Trade Policy Division, Trade Department, Ministry of Economic Affairs and Communication Ministry of Economic Affairs and Communication Ministry of Economic Affairs and Communication Harju 11 Harju 11 Harju 11 15072 Tallinn 15072 Tallinn 15072 Tallinn Tel: 372-625 6399 Tel: 372-625 6399 Tel: 372-625 6399 Fax: 372-631 3660 Fax: 372-631 3660 Fax: 372-631 3660 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.mkm.ee Web: www.mkm.ee Web: www.mkm.ee

Etats-Unis - United States Etats-Unis - United States Etats-Unis - United States National Contact Point National Contact Point National Contact Point Office of Investment Affairs Office of Investment Affairs Office of Investment Affairs Bureau of Economic and Business Affairs Bureau of Economic and Business Affairs Bureau of Economic and Business Affairs Department of State 2201 C St. NW Department of State 2201 C St. NW Department of State 2201 C St. NW Washington, DC 20520 Washington, DC 20520 Washington, DC 20520 Tel: (1-202) 736 4274 Tel: (1-202) 736 4274 Tel: (1-202) 736 4274 Fax: (1-202) 647 0320 Fax: (1-202) 647 0320 Fax: (1-202) 647 0320 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.state.gov/www/issues/economic/ifd_oia.html Web: www.state.gov/www/issues/economic/ifd_oia.html Web: www.state.gov/www/issues/economic/ifd_oia.html www.state.gov/e/eb/oecd/ www.state.gov/e/eb/oecd/ www.state.gov/e/eb/oecd/

115 115 115 Finlande - Finland Finlande - Finland Finlande - Finland Secretary General, Secretary General, Secretary General, Chief Counsellor Chief Counsellor Chief Counsellor Advisory Committee on International Investment and Multinational Advisory Committee on International Investment and Multinational Advisory Committee on International Investment and Multinational Enterprises of Finland (MONIKA) Enterprises of Finland (MONIKA) Enterprises of Finland (MONIKA) Ministry of Trade and Industry Ministry of Trade and Industry Ministry of Trade and Industry PO Box 32 PO Box 32 PO Box 32 FIN- 00023 Valtioneuvosto FIN- 00023 Valtioneuvosto FIN- 00023 Valtioneuvosto Tel: +358-9- 1606 4689 Tel: +358-9- 1606 4689 Tel: +358-9- 1606 4689 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.ktm.fi Web: www.ktm.fi Web: www.ktm.fi

France France France Mr Ramon Fernandez Mr Ramon Fernandez Mr Ramon Fernandez Sous-Directeur "Affaires multilatérales et développement" Sous-Directeur "Affaires multilatérales et développement" Sous-Directeur "Affaires multilatérales et développement" Direction Générale du Trésor et de la Politique Economique Direction Générale du Trésor et de la Politique Economique Direction Générale du Trésor et de la Politique Economique 139, rue de Bercy 139, rue de Bercy 139, rue de Bercy 75572 Paris cedex 12 75572 Paris cedex 12 75572 Paris cedex 12 Tel: (33) 01 44 87 73 60 Tel: (33) 01 44 87 73 60 Tel: (33) 01 44 87 73 60 Fax: (33) 01 44 87 74 59 Fax: (33) 01 44 87 74 59 Fax: (33) 01 44 87 74 59 Email: [email protected], [email protected] Email: [email protected], [email protected] Email: [email protected], [email protected] Web: www.minefi.gouv.fr/directions_services/dgtpe/pcn/pcn.php Web: www.minefi.gouv.fr/directions_services/dgtpe/pcn/pcn.php Web: www.minefi.gouv.fr/directions_services/dgtpe/pcn/pcn.php

Grèce - Greece Grèce - Greece Grèce - Greece Unit for International Investments Unit for International Investments Unit for International Investments Directorate for International Economic Developments and Co- Directorate for International Economic Developments and Co- Directorate for International Economic Developments and Co- operation operation operation General Directorate for International Economic Policy General Directorate for International Economic Policy General Directorate for International Economic Policy Ministry of Economy and Finance Ministry of Economy and Finance Ministry of Economy and Finance Ermou & Cornarou 1 Ermou & Cornarou 1 Ermou & Cornarou 1 GR-105 63 Athens GR-105 63 Athens GR-105 63 Athens Tel: (30210) 3286242, (30210) 328 6231, (30210) 328 6209 Tel: (30210) 3286242, (30210) 328 6231, (30210) 328 6209 Tel: (30210) 3286242, (30210) 328 6231, (30210) 328 6209 Email: [email protected], [email protected] Email: [email protected], [email protected] Email: [email protected], [email protected] Web: www.mnec.gr Web: www.mnec.gr Web: www.mnec.gr www.elke.gr www.elke.gr www.elke.gr

Hongrie - Hungary Hongrie - Hungary Hongrie - Hungary Department of Enterprise Financing Department of Enterprise Financing Department of Enterprise Financing Ministry of Economy and Transport Ministry of Economy and Transport Ministry of Economy and Transport V., Honvéd utca 13-15 V., Honvéd utca 13-15 V., Honvéd utca 13-15 H-1055 Budapest H-1055 Budapest H-1055 Budapest Tel: (36-1) 374-2877 Tel: (36-1) 374-2877 Tel: (36-1) 374-2877 Fax: (36-1) 374-2764 Fax: (36-1) 374-2764 Fax: (36-1) 374-2764 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.gkm.gov.hu/feladataink/kulgazd/oecd/kapcsolattarto.html Web: www.gkm.gov.hu/feladataink/kulgazd/oecd/kapcsolattarto.html Web: www.gkm.gov.hu/feladataink/kulgazd/oecd/kapcsolattarto.html

Irlande - Ireland Irlande - Ireland Irlande - Ireland National Contact Point for the OECD Guidelines for Multinational En- National Contact Point for the OECD Guidelines for Multinational En- National Contact Point for the OECD Guidelines for Multinational En- terprises terprises terprises Bilateral Trade Promotion Unit Bilateral Trade Promotion Unit Bilateral Trade Promotion Unit Department of Enterprise, Trade and Employment Department of Enterprise, Trade and Employment Department of Enterprise, Trade and Employment Earlsfort Centre, Earlsfort Centre, Earlsfort Centre, Lower Hatch Street Lower Hatch Street Lower Hatch Street Dublin 2 Dublin 2 Dublin 2 Tel: (353-1) 631 2605 Tel: (353-1) 631 2605 Tel: (353-1) 631 2605 Fax: (353-1) 631 2560 Fax: (353-1) 631 2560 Fax: (353-1) 631 2560 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.entemp.ie Web: www.entemp.ie Web: www.entemp.ie

116 116 116 Islande - Iceland Islande - Iceland Islande - Iceland National Contact Point for the OECD Guidelines for Multinational National Contact Point for the OECD Guidelines for Multinational National Contact Point for the OECD Guidelines for Multinational Enterprises Enterprises Enterprises Ministries of Industry and Commerce Ministries of Industry and Commerce Ministries of Industry and Commerce Arnarhvoli 150 Arnarhvoli 150 Arnarhvoli 150 Reykjavik Reykjavik Reykjavik Tel: (+354) 545 8500 Tel: (+354) 545 8500 Tel: (+354) 545 8500 Fax: (+354) 562 1289 Fax: (+354) 562 1289 Fax: (+354) 562 1289 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.vidskiptaraduneyti.is Web: www.vidskiptaraduneyti.is Web: www.vidskiptaraduneyti.is

Israël - Israel Israël - Israel Israël - Israel Mr. Joseph Akerman Mr. Joseph Akerman Mr. Joseph Akerman Israel’s National Contact Point Israel’s National Contact Point Israel’s National Contact Point Ministry of Industry, Trade and Labour Ministry of Industry, Trade and Labour Ministry of Industry, Trade and Labour 5 Bank Israel Street 5 Bank Israel Street 5 Bank Israel Street Jerusalem Jerusalem Jerusalem Tel: (972-2) 666 2687 Tel: (972-2) 666 2687 Tel: (972-2) 666 2687 Fax: (972-2) 666 2941 Fax: (972-2) 666 2941 Fax: (972-2) 666 2941 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.ncp-israel.gov.il Web: www.ncp-israel.gov.il Web: www.ncp-israel.gov.il

Italie - Italy Italie - Italy Italie - Italy Mrs. Loredana Gulino Mrs. Loredana Gulino Mrs. Loredana Gulino Italian National Contact Point Italian National Contact Point Italian National Contact Point General Directorate for Productive Development and Competitiveness General Directorate for Productive Development and Competitiveness General Directorate for Productive Development and Competitiveness Ministry of Economic Development Ministry of Economic Development Ministry of Economic Development Via Molise 2 Via Molise 2 Via Molise 2 I-00187 Rome I-00187 Rome I-00187 Rome Tel: (39-6) 47052988 Tel: (39-6) 47052988 Tel: (39-6) 47052988 Fax: (39-6) 47052475 Fax: (39-6) 47052475 Fax: (39-6) 47052475 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.pcnitalia.it Web: www.pcnitalia.it Web: www.pcnitalia.it

Japon - Japan Japon - Japan Japon - Japan Director Director Director OECD Division Economic Affairs Bureau OECD Division Economic Affairs Bureau OECD Division Economic Affairs Bureau Ministry of Foreign Affairs Ministry of Foreign Affairs Ministry of Foreign Affairs 2-2-1 Kasumigaseki Chiyoda-ku 2-2-1 Kasumigaseki Chiyoda-ku 2-2-1 Kasumigaseki Chiyoda-ku Tokyo Tokyo Tokyo Tel: (81-3) 5501 8348 Tel: (81-3) 5501 8348 Tel: (81-3) 5501 8348 Fax: (81-3) 5501 8347 Fax: (81-3) 5501 8347 Fax: (81-3) 5501 8347 Web: www.mofa.go.jp/mofaj/gaiko/oecd/ Web: www.mofa.go.jp/mofaj/gaiko/oecd/ Web: www.mofa.go.jp/mofaj/gaiko/oecd/

Director Director Director International Affairs Division International Affairs Division International Affairs Division Ministry of Health, Labour and Welfare Ministry of Health, Labour and Welfare Ministry of Health, Labour and Welfare 1-2-2 Kasumigaseki Chiyoda-ku 1-2-2 Kasumigaseki Chiyoda-ku 1-2-2 Kasumigaseki Chiyoda-ku Tokyo Tokyo Tokyo Tel: (81-3)-3595-2403 Tel: (81-3)-3595-2403 Tel: (81-3)-3595-2403 Fax: (81-3)- 3501-2532 Fax: (81-3)- 3501-2532 Fax: (81-3)- 3501-2532 Web: www.mhlw.go.jp Web: www.mhlw.go.jp Web: www.mhlw.go.jp

117 117 117 Director Director Director Trade and Investment Facilitation Division Trade and Investment Facilitation Division Trade and Investment Facilitation Division Ministry of Economy, Trade and Industry Ministry of Economy, Trade and Industry Ministry of Economy, Trade and Industry 1-3-1 Kasumigaseki Chiyoda-ku 1-3-1 Kasumigaseki Chiyoda-ku 1-3-1 Kasumigaseki Chiyoda-ku Tokyo Tokyo Tokyo Tel: (81-3)-3501-6623 Tel: (81-3)-3501-6623 Tel: (81-3)-3501-6623 Fax: (81-3)-3501-3638 Fax: (81-3)-3501-3638 Fax: (81-3)-3501-3638 Web: www.meti.go.jp/policy/trade_policy/oecd/index.html Web: www.meti.go.jp/policy/trade_policy/oecd/index.html Web: www.meti.go.jp/policy/trade_policy/oecd/index.html

Lettonie - Latvia Lettonie - Latvia Lettonie - Latvia Director Director Director Economic Relations Department Economic Relations Department Economic Relations Department Ministry of Foreign Affairs of the Republic of Latvia Ministry of Foreign Affairs of the Republic of Latvia Ministry of Foreign Affairs of the Republic of Latvia 36 Brīvības Bulvāris 36 Brīvības Bulvāris 36 Brīvības Bulvāris Rīga LV - 1395 Rīga LV - 1395 Rīga LV - 1395 Tel: + 371 7016412 Tel: + 371 7016412 Tel: + 371 7016412 Fax: + 371 7321588 Fax: + 371 7321588 Fax: + 371 7321588 E-mail: [email protected] E-mail: [email protected] E-mail: [email protected] Web: http://www.mfa.gov.lv Web: http://www.mfa.gov.lv Web: http://www.mfa.gov.lv

Lituanie - Lithuania Lituanie - Lithuania Lituanie - Lithuania Investment Policy Division Investment Policy Division Investment Policy Division Investment and Innovation Department Investment and Innovation Department Investment and Innovation Department Ministry of Economy of the Republic of Lithuania Ministry of Economy of the Republic of Lithuania Ministry of Economy of the Republic of Lithuania Gedimino ave. 38/2 Gedimino ave. 38/2 Gedimino ave. 38/2 LT-01104 Vilnius LT-01104 Vilnius LT-01104 Vilnius Tel: 370 5 262 3505 Tel: 370 5 262 3505 Tel: 370 5 262 3505 Fax: 370 5 263 3974 Fax: 370 5 263 3974 Fax: 370 5 263 3974 E-mail: [email protected] E-mail: [email protected] E-mail: [email protected] Web: http://www.ukmin.lt Web: http://www.ukmin.lt Web: http://www.ukmin.lt

Luxembourg Luxembourg Luxembourg Secrétaire du Point de Contact national Secrétaire du Point de Contact national Secrétaire du Point de Contact national Ministère de l'Economie Ministère de l'Economie Ministère de l'Economie Secrétariat du Comité de Conjoncture Secrétariat du Comité de Conjoncture Secrétariat du Comité de Conjoncture L-2914 Luxembourg L-2914 Luxembourg L-2914 Luxembourg Tel: (352) 478 - 41 73 Tel: (352) 478 - 41 73 Tel: (352) 478 - 41 73 Fax: (352) 46 04 48 Fax: (352) 46 04 48 Fax: (352) 46 04 48 E-mail: [email protected] ou anne- E-mail: [email protected] ou anne- E-mail: [email protected] ou anne- [email protected] [email protected] [email protected]

Mexique - Mexico Mexique - Mexico Mexique - Mexico Secretaría de Economía Secretaría de Economía Secretaría de Economía Alfonso Reyes # 30, Alfonso Reyes # 30, Alfonso Reyes # 30, Piso 18 Col. Condesa Piso 18 Col. Condesa Piso 18 Col. Condesa C.P. C.P. C.P. 06140 Mexico, D.F 06140 Mexico, D.F 06140 Mexico, D.F Tel: (52-5) 5729-9146 Tel: (52-5) 5729-9146 Tel: (52-5) 5729-9146 Fax: (52-5) 5729-9352 Fax: (52-5) 5729-9352 Fax: (52-5) 5729-9352 Email: [email protected] Email: [email protected] Email: [email protected] Web: [email protected] Web: [email protected] Web: [email protected] www.economia-snci.gob.mx/ www.economia-snci.gob.mx/ www.economia-snci.gob.mx/

118 118 118 Norvège - Norway Norvège - Norway Norvège - Norway Ministry of Foreign Affairs Ministry of Foreign Affairs Ministry of Foreign Affairs Section for Economic, Commercial and CSR Affairs Section for Economic, Commercial and CSR Affairs Section for Economic, Commercial and CSR Affairs PO Box 8114 PO Box 8114 PO Box 8114 N-0032 Oslo N-0032 Oslo N-0032 Oslo Tel: (47) 2224 3456 Tel: (47) 2224 3456 Tel: (47) 2224 3456 Fax: (47) 2224 2782 Fax: (47) 2224 2782 Fax: (47) 2224 2782 Email: [email protected] Email: [email protected] Email: [email protected] Web: http://odin.dep.no/ud/norsk/handelspolitikk/032061-990006/ Web: http://odin.dep.no/ud/norsk/handelspolitikk/032061-990006/ Web: http://odin.dep.no/ud/norsk/handelspolitikk/032061-990006/ index-dok000-b-n-a.html index-dok000-b-n-a.html index-dok000-b-n-a.html Nouvelle Zélande - New Zealand Nouvelle Zélande - New Zealand Nouvelle Zélande - New Zealand Trade Facilitation and Tariffs team Trade Facilitation and Tariffs team Trade Facilitation and Tariffs team Competition Trade and Investment Branch Competition Trade and Investment Branch Competition Trade and Investment Branch Ministry of Economic Development Ministry of Economic Development Ministry of Economic Development PO Box 1473 PO Box 1473 PO Box 1473 Wellington Wellington Wellington Tel: (64-4) 472 0030 Tel: (64-4) 472 0030 Tel: (64-4) 472 0030 Fax: (64-4) 499 8508 Fax: (64-4) 499 8508 Fax: (64-4) 499 8508 Email: [email protected] Email: [email protected] Email: [email protected] Web: http://oecd-multinat.med.govt.nz Web: http://oecd-multinat.med.govt.nz Web: http://oecd-multinat.med.govt.nz

Pays-Bas - Netherlands Pays-Bas - Netherlands Pays-Bas - Netherlands Trade Policy Department Trade Policy Department Trade Policy Department Ministry of Economic Affairs Ministry of Economic Affairs Ministry of Economic Affairs P.O. Box 20102 P.O. Box 20102 P.O. Box 20102 NL-2500 EC The Hague NL-2500 EC The Hague NL-2500 EC The Hague Tel: 31-70-3796485 Tel: 31-70-3796485 Tel: 31-70-3796485 Fax: 31-70-3797221 Fax: 31-70-3797221 Fax: 31-70-3797221 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.oesorichtlijnen.nl Web: www.oesorichtlijnen.nl Web: www.oesorichtlijnen.nl

Pologne - Poland Pologne - Poland Pologne - Poland Polish Information and Foreign Investment Agency (PAIiIZ) Polish Information and Foreign Investment Agency (PAIiIZ) Polish Information and Foreign Investment Agency (PAIiIZ) Business Intelligence Department Business Intelligence Department Business Intelligence Department Ul. Bagatela 12 Ul. Bagatela 12 Ul. Bagatela 12 00-585 Warsaw 00-585 Warsaw 00-585 Warsaw Tel: (48-22) 334 9800 Tel: (48-22) 334 9800 Tel: (48-22) 334 9800 Fax: (48-22) 334 9999 Fax: (48-22) 334 9999 Fax: (48-22) 334 9999 Email: [email protected] or [email protected] Email: [email protected] or [email protected] Email: [email protected] or [email protected] Web: www.paiz.gov.pl Web: www.paiz.gov.pl Web: www.paiz.gov.pl

Portugal Portugal Portugal ICEP Portugal ICEP Portugal ICEP Portugal Avenida 5 de Outubro, Avenida 5 de Outubro, Avenida 5 de Outubro, 101 1050-051 Lisbon 101 1050-051 Lisbon 101 1050-051 Lisbon Tel: (351) 217 909 500 Tel: (351) 217 909 500 Tel: (351) 217 909 500 Fax: (351) 217 909 593 Fax: (351) 217 909 593 Fax: (351) 217 909 593 Email: [email protected], [email protected] Email: [email protected], [email protected] Email: [email protected], [email protected] Web: www.icep.pt/empresas/dirempmulti.asp Web: www.icep.pt/empresas/dirempmulti.asp Web: www.icep.pt/empresas/dirempmulti.asp

119 119 119 République slovaque - Slovak Republic République slovaque - Slovak Republic République slovaque - Slovak Republic National Contact Point of the Slovak Republic National Contact Point of the Slovak Republic National Contact Point of the Slovak Republic NKM SR Strategic Investment Department NKM SR Strategic Investment Department NKM SR Strategic Investment Department Ministry of Economy Ministry of Economy Ministry of Economy Mierova 19 Mierova 19 Mierova 19 827 15 Bratislava 827 15 Bratislava 827 15 Bratislava Tel: 421-2-8547029 Tel: 421-2-8547029 Tel: 421-2-8547029 Fax: 421-2-48543613 Fax: 421-2-48543613 Fax: 421-2-48543613 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.economy.gov.sk Web: www.economy.gov.sk Web: www.economy.gov.sk

République Tchèque - Czech Republic République Tchèque - Czech Republic République Tchèque - Czech Republic Director Director Director EU and International Relations Department EU and International Relations Department EU and International Relations Department Ministry of Finance Ministry of Finance Ministry of Finance Letenská 15 Letenská 15 Letenská 15 118 10 Prague 1 118 10 Prague 1 118 10 Prague 1 Tel: (420-2) 5704 2300 Tel: (420-2) 5704 2300 Tel: (420-2) 5704 2300 Fax: (420-2) 5704 2281 Fax: (420-2) 5704 2281 Fax: (420-2) 5704 2281 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.mfcr.cz Web: www.mfcr.cz Web: www.mfcr.cz

Roumanie - Romania Roumanie - Romania Roumanie - Romania Romanian Agency for Foreign Investments Romanian Agency for Foreign Investments Romanian Agency for Foreign Investments 22 Primaverii Blvd, district 1 22 Primaverii Blvd, district 1 22 Primaverii Blvd, district 1 Bucharest Bucharest Bucharest Tel: 40 (021) 233 91 62 Tel: 40 (021) 233 91 62 Tel: 40 (021) 233 91 62 Fax: 40 (021) 233 91 04 Fax: 40 (021) 233 91 04 Fax: 40 (021) 233 91 04 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.arisinvest.ro/arisinvest/SiteWriter?sectiune=PNC Web: www.arisinvest.ro/arisinvest/SiteWriter?sectiune=PNC Web: www.arisinvest.ro/arisinvest/SiteWriter?sectiune=PNC

Royaume-Uni - United Kingdom Royaume-Uni - United Kingdom Royaume-Uni - United Kingdom UK National Contact Point UK National Contact Point UK National Contact Point Department of Trade and Industry Department of Trade and Industry Department of Trade and Industry Bay 4133 Bay 4133 Bay 4133 1 Victoria Street 1 Victoria Street 1 Victoria Street London SW1H 0ET London SW1H 0ET London SW1H 0ET Tel: (44-20) 7215 5756 Tel: (44-20) 7215 5756 Tel: (44-20) 7215 5756 Fax: (44-20) 7215 2234 Fax: (44-20) 7215 2234 Fax: (44-20) 7215 2234 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.csr.gov.uk Web: www.csr.gov.uk Web: www.csr.gov.uk

Slovenie - Slovenia Slovenie - Slovenia Slovenie - Slovenia Ministry of the Economy Ministry of the Economy Ministry of the Economy Foreign Economic Relations Division Foreign Economic Relations Division Foreign Economic Relations Division Economic Multilateral Sector Economic Multilateral Sector Economic Multilateral Sector Kotnikova 5 Kotnikova 5 Kotnikova 5 1000 Ljubljana 1000 Ljubljana 1000 Ljubljana Tel: 00 386 2 2341035 Tel: 00 386 2 2341035 Tel: 00 386 2 2341035 Fax: 00 386 2 2341050 Fax: 00 386 2 2341050 Fax: 00 386 2 2341050 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.mg-rs.si Web: www.mg-rs.si Web: www.mg-rs.si

120 120 120 Suède - Sweden Suède - Sweden Suède - Sweden Department for International Trade Policy Department for International Trade Policy Department for International Trade Policy Ministry of Foreign Affairs Ministry of Foreign Affairs Ministry of Foreign Affairs 103 33 Stockholm 103 33 Stockholm 103 33 Stockholm Tel: (46-8) 405 1000 Tel: (46-8) 405 1000 Tel: (46-8) 405 1000 Fax: (46-8) 723 1176 Fax: (46-8) 723 1176 Fax: (46-8) 723 1176 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.ud.se Web: www.ud.se Web: www.ud.se

Suisse - Switzerland Suisse - Switzerland Suisse - Switzerland Point de contact national Point de contact national Point de contact national Secteur Investissements internationaux et entreprises multinationales Secteur Investissements internationaux et entreprises multinationales Secteur Investissements internationaux et entreprises multinationales Secrétariat d'Etat à l'économie Secrétariat d'Etat à l'économie Secrétariat d'Etat à l'économie Effingerstrasse 1 Effingerstrasse 1 Effingerstrasse 1 CH-3003 Berne CH-3003 Berne CH-3003 Berne Tel: (41-31) 324 08 54 Tel: (41-31) 324 08 54 Tel: (41-31) 324 08 54 Fax: (41-31) 325 73 76 Fax: (41-31) 325 73 76 Fax: (41-31) 325 73 76 Email: [email protected] Email: [email protected] Email: [email protected] Web: www.seco.admin.ch Web: www.seco.admin.ch Web: www.seco.admin.ch

Turquie - Turkey Turquie - Turkey Turquie - Turkey Deputy Director General Deputy Director General Deputy Director General Undersecretariat of Treasury General Undersecretariat of Treasury General Undersecretariat of Treasury General Directorate of Foreign Investment Directorate of Foreign Investment Directorate of Foreign Investment Inönü Bulvarý Inönü Bulvarý Inönü Bulvarý 06510 Emek-Ankara 06510 Emek-Ankara 06510 Emek-Ankara Tel: 90-312-2046619 Tel: 90-312-2046619 Tel: 90-312-2046619 Fax: 90-312-2125879 Fax: 90-312-2125879 Fax: 90-312-2125879 Email: [email protected], [email protected] Email: [email protected], [email protected] Email: [email protected], [email protected] Web: www.hazine.gov.tr Web: www.hazine.gov.tr Web: www.hazine.gov.tr

Commission européenne – European Commission* Commission européenne – European Commission* Commission européenne – European Commission* Adeline Hinderer Adeline Hinderer Adeline Hinderer Directorate General for Trade Directorate General for Trade Directorate General for Trade Rue de la Loi 200 Rue de la Loi 200 Rue de la Loi 200 B-1049 Brussels B-1049 Brussels B-1049 Brussels Tel: 32-2 296 63 63 Tel: 32-2 296 63 63 Tel: 32-2 296 63 63 Fax: 32-2 299 24 35 Fax: 32-2 299 24 35 Fax: 32-2 299 24 35 Email: [email protected] Email: [email protected] Email: [email protected] Web: http://ec.europa.eu/trade/issues/global/csr/index_en.htm Web: http://ec.europa.eu/trade/issues/global/csr/index_en.htm Web: http://ec.europa.eu/trade/issues/global/csr/index_en.htm

* The European Commission is not formally a “National Contact Point”. * The European Commission is not formally a “National Contact Point”. * The European Commission is not formally a “National Contact Point”. However, it is committed to the success of the Guidelines. However, it is committed to the success of the Guidelines. However, it is committed to the success of the Guidelines. La Commission européenne n'est pas formellement un “Point de La Commission européenne n'est pas formellement un “Point de La Commission européenne n'est pas formellement un “Point de contact national”. Elle souhaite néanmoins la réussite des Principes contact national”. Elle souhaite néanmoins la réussite des Principes contact national”. Elle souhaite néanmoins la réussite des Principes directeurs directeurs directeurs

121 121 121

Appendix Six Appendix Six Appendix Six

Trade Union Contact Trade Union Contact Trade Union Contact Points Points Points

ITUC – International Trade Union Confederation ITUC – International Trade Union Confederation ITUC – International Trade Union Confederation 5 Boulevard du Roi Albert II, Bte 1 5 Boulevard du Roi Albert II, Bte 1 5 Boulevard du Roi Albert II, Bte 1 1210 Brussels, Belgium 1210 Brussels, Belgium 1210 Brussels, Belgium Tel: +32 (0)2 224 0211 Tel: +32 (0)2 224 0211 Tel: +32 (0)2 224 0211 Fax: +32 (0)2 201 5815 Fax: +32 (0)2 201 5815 Fax: +32 (0)2 201 5815 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.ituc-csi.org Website: www.ituc-csi.org Website: www.ituc-csi.org

ETUC - European Trade Union Confederation ETUC - European Trade Union Confederation ETUC - European Trade Union Confederation International Trade Union House (ITUH) International Trade Union House (ITUH) International Trade Union House (ITUH) Boulevard Roi Albert II, 5 Boulevard Roi Albert II, 5 Boulevard Roi Albert II, 5 B-1210 Brussels, Belgium B-1210 Brussels, Belgium B-1210 Brussels, Belgium Tel: +32 (0)2-224 04 11 Tel: +32 (0)2-224 04 11 Tel: +32 (0)2-224 04 11 Fax: +32 (0)2-224 04 54 or +32 (0)2-224 04 55 Fax: +32 (0)2-224 04 54 or +32 (0)2-224 04 55 Fax: +32 (0)2-224 04 54 or +32 (0)2-224 04 55 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.etuc.org Website: www.etuc.org Website: www.etuc.org

Global Unions Global Unions Global Unions

Increasingly, the name “Global Unions” is being used for the major Increasingly, the name “Global Unions” is being used for the major Increasingly, the name “Global Unions” is being used for the major institutions of the international trade union movement. Global Unions institutions of the international trade union movement. Global Unions institutions of the international trade union movement. Global Unions comprises: comprises: comprises: the International Trade Union Confederation (ITUC), which represents the International Trade Union Confederation (ITUC), which represents the International Trade Union Confederation (ITUC), which represents most national trade union centres. Most individual unions relate to the most national trade union centres. Most individual unions relate to the most national trade union centres. Most individual unions relate to the ITUC through their national union centre. ITUC through their national union centre. ITUC through their national union centre. the ten Global Union Federations (GUFs),the international the ten Global Union Federations (GUFs),the international the ten Global Union Federations (GUFs),the international representatives of unions organising in specific industry sectors or representatives of unions organising in specific industry sectors or representatives of unions organising in specific industry sectors or occupational groups (BWI, EI, ICEM, IFJ, ITGLWF, PSI, ITF, IMF, IUF, occupational groups (BWI, EI, ICEM, IFJ, ITGLWF, PSI, ITF, IMF, IUF, occupational groups (BWI, EI, ICEM, IFJ, ITGLWF, PSI, ITF, IMF, IUF, & UNI – for full names, see below). & UNI – for full names, see below). & UNI – for full names, see below). the Trade Union Advisory Committee to the OECD the Trade Union Advisory Committee to the OECD the Trade Union Advisory Committee to the OECD

Global Unions is also the name of a website, which is jointly owned Global Unions is also the name of a website, which is jointly owned Global Unions is also the name of a website, which is jointly owned and managed by the 12 Global Unions organisations: and managed by the 12 Global Unions organisations: and managed by the 12 Global Unions organisations: http://www.global-unions.org. http://www.global-unions.org. http://www.global-unions.org.

The members of Global Unions are: The members of Global Unions are: The members of Global Unions are:

Education International (EI) Education International (EI) Education International (EI) www.ei-ie.org www.ei-ie.org www.ei-ie.org

International Trade Unions Confederation (ITUC) International Trade Unions Confederation (ITUC) International Trade Unions Confederation (ITUC) www.ituc-csi.org www.ituc-csi.org www.ituc-csi.org

Building and Wood Workers International (BWI) Building and Wood Workers International (BWI) Building and Wood Workers International (BWI) www.bwint.org www.bwint.org www.bwint.org

123 123 123 International Federation of Chemical, Energy, Mine and General Work- International Federation of Chemical, Energy, Mine and General Work- International Federation of Chemical, Energy, Mine and General Work- ers' Union (ICEM) ers' Union (ICEM) ers' Union (ICEM) www.icem.org www.icem.org www.icem.org

International Federation of Journalists (IFJ) International Federation of Journalists (IFJ) International Federation of Journalists (IFJ) www.ifj.org www.ifj.org www.ifj.org

International Metalworkers' Federation (IMF) International Metalworkers' Federation (IMF) International Metalworkers' Federation (IMF) www.imfmetal.org www.imfmetal.org www.imfmetal.org

International Textile, Garment and Leather Workers' Federation International Textile, Garment and Leather Workers' Federation International Textile, Garment and Leather Workers' Federation (ITGLWF) (ITGLWF) (ITGLWF) www.itglwf.org www.itglwf.org www.itglwf.org

International Transport Workers' Federation (ITF) International Transport Workers' Federation (ITF) International Transport Workers' Federation (ITF) www.itf.org.uk www.itf.org.uk www.itf.org.uk

International Union of Food, Agricultural, Hotel, Restaurant, Catering, International Union of Food, Agricultural, Hotel, Restaurant, Catering, International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers' Association (IUF) Tobacco and Allied Workers' Association (IUF) Tobacco and Allied Workers' Association (IUF) www.iuf.org www.iuf.org www.iuf.org

Public Services International (PSI) Public Services International (PSI) Public Services International (PSI) www.world-psi.org www.world-psi.org www.world-psi.org

Trade Union Advisory Committee (TUAC) to the OECD Trade Union Advisory Committee (TUAC) to the OECD Trade Union Advisory Committee (TUAC) to the OECD www.tuac.org www.tuac.org www.tuac.org

Union Global Union (UNI) Union Global Union (UNI) Union Global Union (UNI) www.uniglobalunion.org www.uniglobalunion.org www.uniglobalunion.org

UNI – UNI Global Union UNI – UNI Global Union UNI – UNI Global Union Head Office Head Office Head Office Philip J. Jennings Philip J. Jennings Philip J. Jennings General Secretary General Secretary General Secretary Avenue Reverdil 8-10 Avenue Reverdil 8-10 Avenue Reverdil 8-10 CH- 1260 Nyon CH- 1260 Nyon CH- 1260 Nyon Tel: + 41 22 365 2100 Tel: + 41 22 365 2100 Tel: + 41 22 365 2100 Fax: + 41 22 365 2121 Fax: + 41 22 365 2121 Fax: + 41 22 365 2121 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.uniglobalunion.org Website: www.uniglobalunion.org Website: www.uniglobalunion.org

124 124 124 Appendix Seven Appendix Seven Appendix Seven

International International International Organisation Contacts Organisation Contacts Organisation Contacts

OECD – Organisation for Economic Cooperation and Develop- OECD – Organisation for Economic Cooperation and Develop- OECD – Organisation for Economic Cooperation and Develop- ment ment ment 2, rue André Pascal 2, rue André Pascal 2, rue André Pascal F-75775 Paris Cedex 16, France F-75775 Paris Cedex 16, France F-75775 Paris Cedex 16, France Main Switchboard, tel.: +33 1.45.24.82.00 Main Switchboard, tel.: +33 1.45.24.82.00 Main Switchboard, tel.: +33 1.45.24.82.00 Fax: +33 1.45.24.85.00 Fax: +33 1.45.24.85.00 Fax: +33 1.45.24.85.00

For inquiries originating in North America, Latin America, Asia, Ger- For inquiries originating in North America, Latin America, Asia, Ger- For inquiries originating in North America, Latin America, Asia, Ger- many or Austria, consider contacting one of the OECD Centres: many or Austria, consider contacting one of the OECD Centres: many or Austria, consider contacting one of the OECD Centres:

OECD Berlin Centre - For Austria, Germany and Switzerland OECD Berlin Centre - For Austria, Germany and Switzerland OECD Berlin Centre - For Austria, Germany and Switzerland Schumannstrasse 10, D-10117 Berlin Schumannstrasse 10, D-10117 Berlin Schumannstrasse 10, D-10117 Berlin Tel.: +49-30- 28 88 35 3 Tel.: +49-30- 28 88 35 3 Tel.: +49-30- 28 88 35 3 Fax: +49-30- 28 88 35 45 Fax: +49-30- 28 88 35 45 Fax: +49-30- 28 88 35 45 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.oecd.org/berlin Website: www.oecd.org/berlin Website: www.oecd.org/berlin

OECD Mexico Centre - For Latin America OECD Mexico Centre - For Latin America OECD Mexico Centre - For Latin America Av. Presidente Mazaryk 526 Av. Presidente Mazaryk 526 Av. Presidente Mazaryk 526 Colonia: Polanco, C.P. 11560 Colonia: Polanco, C.P. 11560 Colonia: Polanco, C.P. 11560 México, D.F. México, D.F. México, D.F. Tel.: 52 55 91 38 62 33 Tel.: 52 55 91 38 62 33 Tel.: 52 55 91 38 62 33 Fax: 52 55 52 80 04 80 Fax: 52 55 52 80 04 80 Fax: 52 55 52 80 04 80 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.oecd.org/centrodemexico Website: www.oecd.org/centrodemexico Website: www.oecd.org/centrodemexico

OECD Tokyo Centre - For Asia OECD Tokyo Centre - For Asia OECD Tokyo Centre - For Asia 3rd Floor, Nippon Press Center Building 3rd Floor, Nippon Press Center Building 3rd Floor, Nippon Press Center Building 2-2-1 Uchisaiwaicho 2-2-1 Uchisaiwaicho 2-2-1 Uchisaiwaicho Chiyoda-ku, Tokyo 100-0011 Chiyoda-ku, Tokyo 100-0011 Chiyoda-ku, Tokyo 100-0011 Tel.: 81 3 5532 0021 Tel.: 81 3 5532 0021 Tel.: 81 3 5532 0021 Fax: 81 3 5532 0035 Fax: 81 3 5532 0035 Fax: 81 3 5532 0035 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.oecdtokyo.org Website: www.oecdtokyo.org Website: www.oecdtokyo.org

OECD Washington Center - For Northern America OECD Washington Center - For Northern America OECD Washington Center - For Northern America 2001 L Street, NW, Suite 650 2001 L Street, NW, Suite 650 2001 L Street, NW, Suite 650 Washington DC 20036-4922 Washington DC 20036-4922 Washington DC 20036-4922 Tel.: 1 202 785 6323 Tel.: 1 202 785 6323 Tel.: 1 202 785 6323 Fax: 1 202 785 0350 Fax: 1 202 785 0350 Fax: 1 202 785 0350 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.oecdwash.org Website: www.oecdwash.org Website: www.oecdwash.org

125 125 125 TUAC - Trade Union Advisory Committee to the OECD TUAC - Trade Union Advisory Committee to the OECD TUAC - Trade Union Advisory Committee to the OECD 15, rue Lapérouse 15, rue Lapérouse 15, rue Lapérouse 75016 Paris, France 75016 Paris, France 75016 Paris, France Tel : (33) 01.55.37.37.37 Tel : (33) 01.55.37.37.37 Tel : (33) 01.55.37.37.37 Fax : (33) 01.47.54.98.28 Fax : (33) 01.47.54.98.28 Fax : (33) 01.47.54.98.28 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.tuac.org Website: www.tuac.org Website: www.tuac.org

ILO - International Labour Organization ILO - International Labour Organization ILO - International Labour Organization ILO Headquarters ILO Headquarters ILO Headquarters 4 route des Morillons 4 route des Morillons 4 route des Morillons CH-1211 Genève 22, Switzerland CH-1211 Genève 22, Switzerland CH-1211 Genève 22, Switzerland Switchboard: +41 (0) 22 799 6111 Switchboard: +41 (0) 22 799 6111 Switchboard: +41 (0) 22 799 6111 Fax: +41 (0) 22 798 8685 Fax: +41 (0) 22 798 8685 Fax: +41 (0) 22 798 8685 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.ilo.org Website: www.ilo.org Website: www.ilo.org

Contact Details for the ILO Tripartite or MNE Declaration: Contact Details for the ILO Tripartite or MNE Declaration: Contact Details for the ILO Tripartite or MNE Declaration: ILO Multinational Enterprises Programme ILO Multinational Enterprises Programme ILO Multinational Enterprises Programme Teamleader Mr. Dominique Michel Teamleader Mr. Dominique Michel Teamleader Mr. Dominique Michel Tel: +41.22.799.6481 Tel: +41.22.799.6481 Tel: +41.22.799.6481 Fax: +41.22.799.6354 Fax: +41.22.799.6354 Fax: +41.22.799.6354 Email: [email protected] Email: [email protected] Email: [email protected]

Contact Detail for the ILO Declaration on Fundamental Rights: Contact Detail for the ILO Declaration on Fundamental Rights: Contact Detail for the ILO Declaration on Fundamental Rights: In Focus Programme on Promoting the Declaration In Focus Programme on Promoting the Declaration In Focus Programme on Promoting the Declaration Tel: +41 22 799.64.56 Tel: +41 22 799.64.56 Tel: +41 22 799.64.56 Fax: +41 22 799.65.61 Fax: +41 22 799.65.61 Fax: +41 22 799.65.61 Email: [email protected] Email: [email protected] Email: [email protected]

UN - United Nations UN - United Nations UN - United Nations UN Headquarters UN Headquarters UN Headquarters First Avenue at 46th Street First Avenue at 46th Street First Avenue at 46th Street New York, NY 10017 New York, NY 10017 New York, NY 10017 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.un.org Website: www.un.org Website: www.un.org

Global Compact of the UN Global Compact of the UN Global Compact of the UN Gavin Power, Senior Advisor Gavin Power, Senior Advisor Gavin Power, Senior Advisor Email: [email protected] Email: [email protected] Email: [email protected] Website: www.unglobalcompact.org Website: www.unglobalcompact.org Website: www.unglobalcompact.org

Network Contact: Network Contact: Network Contact: Soren Mandrup Petersen Soren Mandrup Petersen Soren Mandrup Petersen Head of Networks Head of Networks Head of Networks Tel: +1-917-367-3421 Tel: +1-917-367-3421 Tel: +1-917-367-3421 Email: [email protected] Email: [email protected] Email: [email protected]

126 126 126 PRI - Principles for Responsible Investment PRI - Principles for Responsible Investment PRI - Principles for Responsible Investment James Gifford James Gifford James Gifford Executive Director Executive Director Executive Director c/o UN Global Compact, DC2-612 c/o UN Global Compact, DC2-612 c/o UN Global Compact, DC2-612 United Nations United Nations United Nations New York, NY 10017 New York, NY 10017 New York, NY 10017 USA USA USA Tel: +41 79 353 1536 (Switzerland) Tel: +41 79 353 1536 (Switzerland) Tel: +41 79 353 1536 (Switzerland) Tel: +61 411 886 592 (Australia) Tel: +61 411 886 592 (Australia) Tel: +61 411 886 592 (Australia) Fax: +1 212 963 1207 (USA) Fax: +1 212 963 1207 (USA) Fax: +1 212 963 1207 (USA) Email: [email protected] Email: [email protected] Email: [email protected] Website: www.unpri.org Website: www.unpri.org Website: www.unpri.org

GRI – Global Reporting Initiative GRI – Global Reporting Initiative GRI – Global Reporting Initiative GRI Secretariat GRI Secretariat GRI Secretariat Keizersgracht 209 Keizersgracht 209 Keizersgracht 209 1016 DT 1016 DT 1016 DT Amsterdam, The Netherlands Amsterdam, The Netherlands Amsterdam, The Netherlands Mailing address: PO Box 10039 Mailing address: PO Box 10039 Mailing address: PO Box 10039 1001 EA 1001 EA 1001 EA Amsterdam, The Netherlands Amsterdam, The Netherlands Amsterdam, The Netherlands Tel: +31-(0)20-5310000 Tel: +31-(0)20-5310000 Tel: +31-(0)20-5310000 Fax: +31-(0)20-5310031 Fax: +31-(0)20-5310031 Fax: +31-(0)20-5310031 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.globalreporting.org Website: www.globalreporting.org Website: www.globalreporting.org

SAI - Social Accountability International (SA8000) SAI - Social Accountability International (SA8000) SAI - Social Accountability International (SA8000) United States Main Office United States Main Office United States Main Office Social Accountability International Social Accountability International Social Accountability International 220 East 23rd Street Suite 605 220 East 23rd Street Suite 605 220 East 23rd Street Suite 605 New York, NY 10010 New York, NY 10010 New York, NY 10010 Tel: (212) 684-1414 Tel: (212) 684-1414 Tel: (212) 684-1414 Fax: (212-684-1515 Fax: (212-684-1515 Fax: (212-684-1515 Email: [email protected] Email: [email protected] Email: [email protected] Website: www.sa-intl.org Website: www.sa-intl.org Website: www.sa-intl.org

127 127 127 UNI Global Union UNI Global Union UNI Global Union Avenue Reverdil, 8-10 Avenue Reverdil, 8-10 Avenue Reverdil, 8-10 1260 Nyon 1260 Nyon 1260 Nyon Switzerland Switzerland Switzerland

[email protected] [email protected] [email protected]

www.uniglobalunion.org www.uniglobalunion.org www.uniglobalunion.org

UNI-Europa UNI-Europa UNI-Europa Rue de l’Hôpital, 31 / Box 9 Rue de l’Hôpital, 31 / Box 9 Rue de l’Hôpital, 31 / Box 9 1000 Brussels 1000 Brussels 1000 Brussels Belgium Belgium Belgium [email protected] [email protected] [email protected]

www.uni-europa.org www.uni-europa.org www.uni-europa.org

UNI/GS/08-2008/0097-EN UNI/GS/08-2008/0097-EN UNI/GS/08-2008/0097-EN