VIC TCFUA Journal Summer 2009 by iformat

Union Journal DECEMBER 2009

UNITY & STRENGTH Does your workplace have a heat policy for summer? – p16

Protect 100% of workers’ entitlements – p.6

TCFUA members at Victorian Tapestry Workshop decorate Australian embassies around the world – page 4

TCFUA JOURNAL SUMMER 2009

From the Secretary

Contents DECEMBER 2009 IMPROVED AUSTRALIAN GOVERNMENT PROCUREMENT POLICY

Dear Members,

TCFUA MEMBERS AT VICTORIAN TAPESTRY WORKSHOP DECORATE AUSTRALIAN EMBASSIES AROUND THE WORLD

IR UPDATE: HAVE YOU CHECKED YOUR SUPERANNUATION STATEMENTS?

NO MINIMUM WAGE INCREASE IN 2009

PROTECT 100% OF WORKERS ENTITLEMENTS

NYLEX WORKERS RALLY

KAYSER WORKERS WIN FINAL EBA

WHAT YOU NEED TO KNOW ABOUT THE FAIR WORK ACT

TCF INNOVATION COUNCIL SET UP

BE CAREFUL WHAT YOU PUT ON SOCIAL NETWORKING WEBSITES

OUTWORKER UPDATE: SOCIAL NETWORKING ACTIVITIES AND SEMINARS FOR CLOTHING OUTWORKERS

OUTWORKER WINS BACKPAY

TRAINING: TRAINING FOR RETRENCHED PACIFIC BRANDS WORKERS

LIFE AFTER REDUNDANCY

UNITY & STRENGTH CAMPAIGN WINNERS

NEW TCFUA WEBSITE!

FOCUS ON HEALTH AND SAFETY: OHS LAWS ARE CHANGING

OHS MATTERS

RETURN TO WORK

TCFUA ENGLISH CLASSES

INTERNATIONAL SOLIDARITY: WORKERS PROTEST LAY-OFFS AT TRIUMPH FACTORIES IN THAILAND AND THE PHILIPPINES

IN MEMORY OF NEIL KEARNEY

There are many challenges facing our industry, as the effect of the Global Financial Crisis continues to be felt. In this journal you can see the wide variety of campaigns and activities that our union is undertaking, which range from fighting to save workers’ jobs, through to assisting workers who lose their jobs with training and looking for work. With a Federal Labor Government in power there have been important improvements in some rights and laws for workers, but also a lack of courage and conviction by the Government to go far enough and set the strongest protections and highest standards needed for workers. Two important examples of where the Government could and should go further is providing 100% protection of workers’ entitlements (see page 6) and introducing National Occupational Health and Safety laws based on spreading the strongest and best health and safety standards throughout the country (see page 15). We have achieved some important wins this year, including new enterprise agreements, back-pay for underpaid workers and strengthening the Federal Government procurement rules to support locally ethically produced goods. They could go further and lead the way for State and Local Governments. A real, tangible and practical way to support local jobs is to make sure that tax payers’ money at every level is guaranteed to be spent on goods made ethically here in Australia. I hope you find the articles in this journal informative. I want to encourage you to go online and also have a look at our new website at www.tcfua.org.au. We welcome your feedback and ideas about both our printed and electronic members’ information. In unity,

Michele O’Neil TCFUA National and Victorian State Secretary

TCFUA General meetings 2010 • • • •

6:00pm 6:00pm 6:00pm 6:00pm

Tuesday Tuesday Tuesday Tuesday

2 1 7 7

March 2010 June 2010 September 2010 December 2010

All members welcome. Meetings held at: TCFUA office 359 Exhibition Street, Melbourne

Improved Australian Government Procurement Policy Unions lobby Australian Labor Party at National Conference 30 July—1 August 2009 Michele O’Neil, TCFUA National Secretary, was one of the TCFUA delegates who attended the National Labor Party Conference this year, and argued that the Rudd government should adopt stronger policies to protect workers. The Labor Party owes workers more, after so many union members mobilized to support the Your Rights at Work Campaign.

Two of the key TCFUA demands at the conference were: • workers’ entitlements should be 100% protected if the company they work for collapses (see page 6) • the Rudd government should commit to improve government procurement policies, so that when government spends taxpayers’ money on uniforms, infrastructure, and services etc., our money is spent on ethical, high quality

and Australian made goods and services Australian Government procurement is currently worth approximately $24 billion a year. If Kevin Rudd means it when he says he wants to lead “a country that actually makes things”, he should put his money where his mouth is, and commit to a government procurement policy that prioritizes ethical, high quality Australian goods and services.

Unions win improved government procurement policy After lobbying at the Labor Party national conference, the TCFUA along with other unions were successful in winning a better set of procurement policies, and set of Fair Work principles that any company tendering for government contracts must follow. Thanks should go to our union members, who have lobbied the government for years on the issue of government procurement.

the “No Sweat Shop Label”). “The Australian government is also committed to ensuring an appropriate safety net for homeworkers. All government contractors in the textile, clothing and footwear industry must be accredited or be seeking accreditation with the Homeworkers’ Code of Practice.” The Homeworkers’ Code of Practice is currently updating its logo and the name of the No Sweat Shop Label to reflect the whole TCF industry, not only clothing. The new label will be launched in early 2010. The Australian Government Procurement Statement also says: Australian Government Fair Work Principles “The Fair Work Act 2009 establishes the new framework for workplace relations in Australia. To assist with compliance with the Fair Work Act, the Australian government has developed a set of Fair Work Principles for employees of the

In the Australian Government Procurement Statement, released in July 2009, the government has said: “Government agencies must assess value for money on a “whole-of-life” basis. This means that agencies take into account a range of considerations other than purchase price when determining what constitutes good value for money. Agencies are not forced to choose lowest-cost suppliers when their choice would in the longrun cost the taxpayer more through the purchase of inferior quality goods or high ongoing service costs, or Australian Labor Party Conference, 2009. when that choice would have (Photo: World Socialist Website) detrimental social or environmental effects.” TCFUA had a particularly big win. All companies producing TCF products for government procurement must now be accredited with the Homeworkers’ Code of Practice (which administers

Commonwealth and employees of Commonwealth contractors. Commonwealth agencies will be responsible for ensuring that suppliers and their subcontractors comply with the relevant provisions of the Fair Work Principles. The Principles support the creation of quality jobs and decent work by ensuring that procurement decisions are consistent with the Fair Work Act. To support the implementation of the Principles, the Government will introduce a requirement that suppliers, when submitting tenders, provide information about how they comply with the Fair Work Principles.” Supplier Advocates “The Australian government will appoint Supplier Advocates with specialised industry knowledge within the Department of Innovation, Industry, Science and Research at a cost of $8.2 million over four years. The program will begin with strategic sectors such as steel, infrastructure, the built environment, engineering, logistics and the textile clothing and footwear industries.” For more information on the TCFUA’s campaign to strengthen Australian TCF manufacturing, go to our website: www.MakeItHere.com.au

TCFUA JOURNAL SUMMER 2009

TCFUA members at Victorian Tapestry Workshop decorate Australian embassies around the world Victorian Tapestry Workshop in South Melbourne has produced the fifth in a series of ten beautiful hand-woven tapestries for Australian embassies around the world. Victorian Tapestry Workshop’s work is already on display in embassies in Tokyo, Beijing, New Delhi and Washington. All the tapestries are based on the painting of indigenous Australian artists.

The latest work—entitled Creek Bed—will be hung in the Australian Embassy in Paris early next year. Creek Bed is based on a painting by Elizabeth Marks Nakamarra, from the Kintore Arts Centre, near Alice Springs in the Northern Territory. The painting captures the magnificent landscapes of the Western Desert, and the stories of its creation. The delicate picture shows the hills, water holes, and green gullies of Elizabeth Nakamarra’s home country. Creek Bed was woven by Victorian Tapestry Workshop artists and TCFUA members Pamela Joyce, Louise King and Chris Cochius. Pamela, Louise and Chris took six months to weave it—and all of it was done by hand. Pamela and Louise explained to us how each artist’s way of painting is unique. One of the key skills of tapestry art is to mix different coloured yarn in a way that reflects the texture, layers and brush strokes in a painting. Recreating the intricate, wandering lines in the Creek Bed painting was one of the other challenging features of this tapestry. These large tapestries are woven row by row, from the bottom up, and following the original painting is no mean feat. The vibrant coloured yarn is dyed on site at Victorian Tapestry in South Melbourne.

The next in the embassy series The next project in the embassy series is entitled Ngayuklu Ngura (This is My Country), painted by Nyankulya

IR UPDATEI

Have you checked your superannuation statements? Recently, union organisers have found an alarming number of workplaces where bosses are not paying superannuation on time, or not paying superannuation at all!

Are you sure that your employer is paying your superannuation correctly? Your employer must pay at least 9% superannuation on your ordinary gross earnings OF YOUR ORDINARY every month, into GROSS EARNINGS, a superannuation PAID EVERY MONTH fund that you are a member of. Check that your employer is paying your superannuation on time. Late payments mean you miss out on interest and investment earnings. But worse, if your company suffers financial trouble and you are owed superannuation, you may never get that money back—including any salary sacrifices you have made to boost your superannuation, that have not been forwarded to your fund. The superannuation fund for our industry is Australian Super. It is a notfor-profit industry fund, which has unions and employers on its board. Many enterprise agreements in our industry specify Australian Super as the fund for workers’ superannuation to be paid into. It is also the default fund for our Award. MINIMUM

Caroline Tully, Emma Sulzer, Louise King, Chris Chochius and Pamela Joyce, in front of the next embassy tapestry “Ngayuklu Ngura” (work in progress).

How do you know if your superannuation is being paid? The Creek Bed tapestry, soon to be hung in the Australian Embassy in Paris.

Watson (see the work in progress, in the photo above). Congratulations to Chris, Louise,

Pamela and all our TCFUA members at Victorian Tapestry Workshop for their beautiful work on Creek Bed.

Australian Super sends a statement to your home or postal address every 6 months. If you are not with Australian Super, contact your fund. Check your

No minimum wage increase in 2009 Australia’s lowest paid workers made to pay the cost of the financial crisis

This year, the Fair Pay Commission decided not to increase the minimum wage— which covers all workers not on an Enterprise Agreement. Prices are going up, but the so-called Fair Pay Commission expects working people to pay the bills with the same wages they had last year. With prices increasing, a wage freeze means a wage cut. The TCFUA says it is not fair to make the lowest paid workers take a pay cut, while company managers continue to take high salaries. But workers do not have to wait for an increase in the minimum wage. If you have not had a wage increase this year, stand together

with your co-workers and campaign to get one. A union agreement is one way to achieve improvements in wages and conditions—above and beyond the minimum standards set by law. If you would like more information about how to get a union agreement in your workplace, please contact your organiser. In the meantime, contact your local member of parliament and demand that they commit to an immediate increase in the minimum wage. As of 1 July 2008, the Rudd government established Fair Work Australia which replaced the Fair Pay Commission, appointed by John Howard. Fair Work Australia will review the minimum wage next year, with an increase due on 1 July 2010.

statement carefully. Your account statement will say: • how much superannuation was paid • the date that each payment was made • the working period that each payment applies to • the earnings you made on your accrued savings If you want to request an account statement, please contact your superannuation fund, or visit their website. Ask if there is an additional

charge for getting another statement. If you are an Australian Super member, you can call 1300 300 273, or view your account details for free at www.australiansuper.com. Australian Super is the TCF industry fund. Australian Super has over 1.4 million members—around 10 percent of the Australian workforce. Always remember to inform Australian Super or your super fund if you have changed address.

TCFUA JOURNAL SUMMER 2009 IR UPDATEI

IR UPDATEI

Protect 100% of workers entitlements

Workers before banks!

If the company you worked for collapsed tomorrow, would your annual leave, long service leave, redundancy pay and other entitlements be safe?

Nylex workers rally in Melbourne to demand protection for their entitlements

Too often, factories go bust, and have no money put aside to pay workers’ entitlements. In May 2009, this happened to TCFUA members at Melba, in Geelong and Thomastown. The factory was placed in administration, owing approximately $9 million in entitlements. Corporations Law requires that the company’s assets be used to pay the banks before its own workers. Melba workers lost tens of thousands of dollars in annual leave, long service leave, and redundancy pay.

The TCFUA has a long history of fighting to protect workers’ entitlements and change the Corporations Law. Many members have been actively involved in campaigning and taking industrial action over the last 15 years, including participating in the Stand Up campaign in 2001, which won improved protected for some members in Enterprise Agreements, and helped put pressure on the government to introduce the General Employee Entitlements and Redundancy Scheme (GEERS). In February 2000, there was outrage in the community when National Textiles—of which John’s Howard’s brother was chairman—went bankrupt, leaving the workers with nothing. Because of immense union and community pressure (and in order to justify the bail out given to Howard’s brother), John Howard’s federal government introduced GEERS which guarantees part of workers’ entitlements if their employer goes into liquidation (see box). GEERS is not good enough. Workers deserve better. It does not protect workers’ full entitlements, including any extra entitlements won through EBAs, such as an agreement to pay out unused sick pay in the case of redundancy, or an improved redundancy package that is better than the Award minimums.

What is GEERS? GEERS stands for the General Employee Entitlements and Redundancy Scheme (GEERS). If your employer goes into liquidation and does not have enough money to pay: — unpaid wages* — long service leave and annual leave (plus leave loading) — redundancy pay — payment in lieu of notice you can apply to the federal government to receive part of the money owing from GEERS. But GEERS will not pay the full amount. The redundancy payment is capped at 16 weeks. Each person’s claim is assessed individually. *Within 3 months prior to the administration period.

Before the Labor Party was elected in 2007, they promised to improve on GEERS, and introduce a government scheme that would pay 100% of workers entitlements if a company collapsed. But after coming to power, they have not fulfilled that promise. Still we have workers, like those at Melba, who are losing tens of thousands of dollars of hard won entitlements. It is bad enough losing

your job, without suffering the hardship of losing all your entitlements too. The union will continue to highlight the injustice of bad laws that protect bosses over workers. Guaranteeing workers’ entitlements will be a key campaign for the TCFUA and other unions in 2010 and beyond. If you want to be involved in this campaign, please contact the union.

In February 2009, the Nylex Group of Companies was placed in receivership and administration. The Receivers’ treatment of Nylex’s almost 700 employees was insulting. For the following six months, workers were not told whether or not they would be made redundant, and whether or not their $35 million of entitlements was safe. If workers were made redundant, they risked losing their entitlements, because Corporations Law in Australia requires that insolvent companies pay banks before their own workers! On 14 July 2009, members of the TCFUA, Australian Manufacturing Workers’ Union (AMWU), Electrical Trades Union (ETU), and National Union of Workers (NUW) rallied outside ANZ bank (Nylex’s largest creditor), to demand that administrators and ANZ bank guarantee that workers’ entitlements would be guaranteed if redundancies were made. The Nylex Industrial products Pty Ltd group owed ANZ bank $60 million. In a joint statement, the TCFUA, AMWU, ETU and NUW said:

Michele O’Neil joins TCFUA members from Nylex Dandenong at union rally outside ANZ Bank in Melbourne. “Employees are expected to keep working to assist banks to receive repayments while workers are often left with nothing—no job, no entitlements. As we have seen in the Nylex case, employees become confused and frustrated because they are not receiving accurate information from the receivers. Australia’s corporation laws need to change to place workers ahead of banks and allow employees to participate in the insolvency process.”

Melba members—in their own words After workers at Melba were made redundant in May 2009, TCFUA members wrote their own messages for Kevin Rudd. “I would like a law, so that our redundancy packages are secure and can’t be touched, and that they have to have the money put away. Now we only get the GEERS money, which isn’t much. Why didn’t you help us? I voted for you. I will think again next time.” — Mender , 26 years service “You should make new laws to make these directors accountable for their actions… I am 62 and I have worked in Textiles since 1965. And I am not expecting to find anyone to employ me. But how do I survive on what I am expecting from Centrelink?” — Sample Developer and Weaver, 38 years service “Me and my family have a lot of stress.” — Mender, 40 years service

The iconic Nylex clock in Richmond, Melbourne, was turned off after the company went into administration.

Update from Nylex Preston In June, the business and assets of Nylex (Kennon) at Preston were sold to a new company, Kennon Auto. Unfortunately, 20 employees were made redundant by the receivers. These workers only received a payment from GEERS. Kennon Auto has transferred the employment of the remaining 50 employees, and accepted their continuity of service from Nylex.

Update from Nylex Dandenong Sadly, all the workers at Nylex (Melded) at Dandenong were made redundant by the receivers, because the business could not be sold. Workers received a percentage of their entitlements paid by the GEERS scheme (see page 6). But under GEERS, redundancy pay is capped at 16 weeks. Many members had 20 to 30 years service at the company, and were entitled to much more. It is still unclear, as to whether the receivers will have enough money to pay any more. A very large amount of money is still owed to the ANZ bank. The Corporations Law needs to be changed to give workers priority over banks, and the union continues to fight on this issue.

TCFUA JOURNAL SUMMER 2009 IR UPDATEI

IR UPDATEI

Kayser workers win final EBA

What you need to know about the Fair Work Act The Fair Work Act 2009 (FWA) is the new national industrial relations system that has replaced Workchoices. The FWA became law in July 2009, however, some of the changes, such as the new Modern Award, will not become operational until 1 January 2010.

A very dedicated and talented group of delegates, along with officials of the TCFUA, successfully negotiated a new Enterprise Bargaining Agreement (EBA) for all workers at Pacific Brands Kayser site in Coolaroo. On 22 October 2009 the workers voted in this agreement which includes a 4% wage increase starting from 1 October 2009, long service leave available after 3 years and a redundancy package of 3.5 weeks for every year of service with no cap.

This success has come at a very significant time in the history of Kayser workers. Since the announcement by Pacific Brands on 25 February 2009, all workers at this site know that they will be made redundant by February 2010. Yet, fighting for this agreement was a very important final act of unity for the workers at this site. There are nine delegates at Kayser who represent nearly 300 workers on day, afternoon and evening shifts. All the delegates we spoke with found this negotiation challenging and rewarding. For Robyn Campbell, this is the first year she’s been involved in EBA negotiations. Her biggest challenge was to counter the company’s divide and rule tactics during the negotiation process and their attempt to “split the workers”. Pat Holmes and Ljubica Biskic, are both seasoned delegates and know that this is all part of the process of negotiating an EBA. Pat commented that the biggest challenge was to “unite as

one” and achieve an agreement which was going to give all workers the same rights and conditions. Pat was very excited by the outcome. “It is the biggest success I have experienced in the whole time that I’ve been a delegate, the best outcome that I’ve dealt with and the best fight that we’ve had under the circumstances. Knowing that we are all losing our jobs and yet being able to fight, and win the fight, for all workers is the most tremendous feeling that I’ve experienced.” Bilal “Bill” Assafiri has been in three negotiations and this one was very difficult because workers were also dealing with the reality of losing their jobs. He commented on how important it was for delegates to work as a team and support each other so that they could then assist all workers to understand the issues and make decisions during the EBA negotiation process. Another delegate, Paul Harrington, was “happy and relieved”. Paul believes

Kayser workers vote on the EBA.

that the strength of the delegates was to support workers to “stick to their guns”. Their patience and resilience was the key factor in winning this agreement. “Being delegates is a big role for us”, says Pat, “a lot of members don’t realise that it is not a paying job, it comes from the heart. If we can help then we know we’ve done some good. We are not always right, we are not always wrong and we don’t always have the answers. Our role is to help to the best of our ability and I believe that each of us has done that and we have proven it.” Ultimately all workers and their union delegates “care about each other,” says Bill. Most importantly, workers have strong friendships in the workplace and as Robyn commented, “I spend more time with my co-workers than I do with my own family. I’ve got a lot of good friends and we have to help our friends.”

Kayser delegates: TCFUA National Secretary Michele O’Neil with Kayser delegates (from left) Arife Koksal, Paul Harrington, Robyn Campbell, Cheryl Rennie, Pat Holmes, Tevfik Turan and Bilal “Bill” Assafiri.

The FWA removes many provisions that existed in Workchoices—which Australian working people believed were totally unjust—particularly the ability for employers to use individual agreements—so no more Australian Workplace Agreements (AWAs). At its heart the FWA strives to be fairer, ensures that employers must bargain in ‘good faith’, provides a safety net award system, allows workers to be represented by their union in collectively bargaining for an agreement, and sets up a strong independent umpire known as Fair Work Australia.

National Employment Standards The new FWA provides 10 basic rights for Australian workers known as the National Employment Standards (NES). These are in addition to the conditions in your award. The NES include: • A 38 hour week; • A right to request flexible working arrangements for people who need to care for children; • Guaranteed right to 4 weeks annual leave per year; • Parental leave; • Personal/carer’s leave (formerly called Sick Leave); • Public holidays; • Long service leave; • Notice of termination and redundancy. If the award standard or your Enterprise Agreement is higher than the NES, your employer should follow the award or agreement.

Unfair dismissals Workers must have worked for six to

12 months before they can claim unfair dismissal: • Small business (less than 15 workers) At least 12 months employment • All other business A least 6 months employment Part-timers and casuals working on a regular basis have the same rights as full time workers. Note: Workers must get their applications for unfair dismissal in within 14 days Employers must not be harsh, unjust or unreasonable when terminating a worker’s employment. And a boss can no longer use the Workchoices excuse of ‘operational reasons’ . However, workers can still be dismissed in cases of genuine redundancy.

Fair Work Australia Fair Work Australia is the ‘independent umpire’ and carries out similar functions to the old Industrial Relations Commission. It replaces the many departments that existed under Workchoices. Its job is to assist in settling disputes, hear and resolve unfair dismissals cases, and update awards among other things. Importantly, Fair Work Australia oversees Enterprise Bargaining.

Modern Awards By 1 January 2010, just about every worker in the Textile, Clothing and Footwear industry will be covered by a new Modern Award for Textile, Clothing and Footwear together, which will provide a safety net for workers in addition to the 10 National Employment Standards (NES). It will be known as the Textile, Clothing, and Footwear Award. The minimum wages in the award will be adjusted by Fair Work Australia each year and the whole award reviewed every four years. But it will remain an important safety net for those workers who cannot get an Enterprise Bargaining Agreement (EBA).

To improve on the award and lock in industry standard rates of pay and conditions, workers must collectively bargain, that is—get an EBA.

Enterprise Bargaining (EBAs) If your workplace has an EBA, it replaces the Award. Before an EBA can be registered, Fair Work Australia must check that a worker will be better off overall compared with the new Award. This test will be known as the Better Off Overall Test (the BOOT). Under WorkChoices, there were some things workers could not put in an EBA, such as union training, limits on the number of casual workers etc. But under the Fair Work Act, an EBA can have any term in it agreed by the parties, so long as it relates to the employment relationship. The previous restricted matters no longer apply. For example, an agreement can provide for paid union training leave and things like seniority. Importantly, an agreement can require that a subcontractor employee is paid the same rates and conditions as an employee of a principal contractor. This will prevent a company using subcontractors in order to undercut the pay and conditions of existing permanent workers.

The Union’s Role in Bargaining The union is given a primary role in bargaining. Unions will automatically be the bargaining representatives for union members in EBA negotiations. So if you are a member and bargaining is occurring the union will represent you through this. Employers will no longer be able to shut the union out representing members in negotiations for improved wages and conditions. If your workplace does not have an EBA and you want to bargain for improved conditions contact TCFUA today.

Good Faith Bargaining Good faith bargaining is a new idea intended to make sure that CONTINUED OVER PAGE

TCFUA JOURNAL SUMMER 2009

agreement-making is carried out fairly. This includes protection against any actions or repercussions against workers trying to get better pay and conditions. Employers must negotiate with unions in good faith, and parties must ensure they give each other relevant information, consider the material put to them, turn up to meetings, etc. If good faith bargaining fails, then Fair Work Australia can determine an agreement—that is, arbitrate. If your boss does not want to bargain, the union can go to Fair Work Australia and get “bargaining orders”. It can’t force your boss to agree to an EBA but it can get him/her to come to the table. If your boss refuses to negotiate at all, the union can go to Fair Work Australia to get a “Majority Support Determination” to prove that the workers do want the union to negotiate for them.

Protected Industrial Action Like the old system, the Fair Work Act will legally protect workers who take industrial action, including going on strike, in support of a new EBA. But under the new system, bosses can no longer take 4 hours pay from a worker if s/he takes action for a lesser time. That is, an employer cannot dock a worker 4 hours pay if s/he is on strike for only half an hour.

General Protections The Fair Work Act also introduces a new provision called ‘General Protections’. General Protections make it illegal for a boss to discriminate against a worker because s/he is engaged in industrial action or joined a union, or generally exercised what is called a workplace right. Another example of general protection covers workers exercising their duty to enforce Occupational Health and Safety rights, or chase up a legal entitlement.

TCF Innovation Council set up A new Textile, Clothing and Footwear (TCF) Industries Innovation Council, was announced on 12 May 2009 by Senator Kim Carr, Minister for Innovation, Industry, Science and Research, as part of the TCF innovation package.

The TCF Industries Innovation Council will provide strategic advice to the Minister on innovation priorities, champion innovation in the TCF industries and build connections with other organisations. In establishing the TCF Industries Innovation Council the federal Government is recognizing the importance of the TCF industry. The Minister has first asked the Council to provide advice on the introduction of a voluntary ethical mark, voluntary national sizing standards for clothing and footwear and future industry policy. Michele O’Neil, TCFUA National and Vic State Secretary and Barry

Tubner, NSW/SA/TAS Branch Secretary have been appointed as TCFUA representatives to the council. Other council members represent TCF companies, as well as training and research institutions. Michele O’Neil said about the establishment of the council: “It’s important that we use this council to get real results to protect TCF jobs and support the viable future of our industry. We don’t want to sit on a committee which is all talk and no action. Our union role on this committee will be to the press the Federal Government to improve TCF industry policy, such as commitments for the government to purchase ethically made Australian products. We also want to improve the degree of cooperation between different parts of the industry, to improve skills, develop innovative, green, ethical products and processes.”

Be careful what you put on social networking websites You might think that comments or photos you share with your friends on Facebook or other social websites are private. But there are some employers who will argue that any comments you make about work on these sites are public statements – especially comments critical of your boss, your co-workers or the company.

In New South Wales, six correctional officers are currently being threatened with the sack after they made comments on Facebook critical of their boss, and the government’s plans to privitize Parklea and Cessnock prisons. The Corrective Services Department is considering firing them for misconduct, saying the comments about their boss are equal to “bullying” and “harassment”. Don’t criticise your boss, co-workers, or complain about your workplace on social websites. Don’t post photos or information about other people at work, which might be considered inappropriate or abusive. You never know who will see them. There have recently been decisions in court in relation to defamation. Our advice – be careful.

OUTWORKER UPDATEI

Social Networking Activities and Seminars for Clothing Outworkers The TCFUA has had a busy schedule of seminars and social networking activities for homebased clothing outworkers in 2009. Every two months, we have held activities in two locations, one in Footscray or St Albans, and the other in Springvale.

June 2009—Melbourne/Sydney outworker exchange meeting In June, the TCFUA invited four outworker activists from Sydney to share their experiences with outworkers here in Melbourne. The Sydney outworkers are part of the Outworker Advocates Group at Asian Women at Work—a very strong community group that works with TCFUA New South Wales and Fair Wear to support clothing outworkers. They have a meeting once a month in Sydney to share ideas, plan social activities, and help each other to overcome any obstacles in their work as well as their personal life. They write letters to principal companies and lobby politicians for better protection of outworkers wages and conditions. They were accompanied on their trip to Melbourne by Asian Women at Work staff member and former outworker, Bich Thuy Pham. Sydney outworkers told us their stories about how they build their network and how they could improve their working conditions. They encouraged Melbourne outworkers to build a unionised network in order to help each other. It was a great opportunity for outworkers to learn from each other.

Exchange meeting between Melbourne and Sydney outworkers in Footscray.

Outworkers listening to health seminar in Springvale.

August/September 2009—Health at Work At the end of August and early September, the TCFUA invited Hien Tran, former outworker and now health trainer at the Multicultural Centre for Women’s Health, to provide a seminar about Health at Work for clothing outworkers.

Outworkers eating together after cooking demonstration in St Albans.

TCFUA JOURNAL SUMMER 2009 OUTWORKER UPDATEI

TRAININGI

Social Networking Activities and Seminars (continued)

Training for retrenched Pacific Brands workers

At the seminar, Hien presented some of the causes of pain for sewing machinists, and suggested how to avoid pain in the back, wrist, arm and other places on the body. Hien shared some tips for avoiding injuries, including: • regularly swap between different tasks (for example, sewing, overlocking, hemming, pressing) and avoid doing repetitive actions for a long time—even if it takes a bit longer to finish the job • make sure the height of your table and chair are appropriate to your body height Outworkers shared their own knowledge about protecting their health while working, but spoke about how tight deadlines and low prices create pressure to finish their work quickly. At the end of the seminar, we took some time to discuss these problems about work conditions. The union gave out some updated information about outworkers’ rights and entitlements at work.

Ex-Holeproof workers’ integrity and hard work benefit other industries

If you work at home, and would like more information about OHS, please contact the union.

October 2009—Cooking Lesson One challenge of working at home is social isolation. In addition to seminars about work rights and OHS, the union held social activities to give outworkers an opportunity to meet each other, share experiences and work together to address problems. In October, the union invited outworkers to two cooking sessions. The Union invited a woman from a Vietnamese Noodle Soup Restaurant to demonstrate how to cook some good and healthy dishes. There were two Vietnamese dishes demonstrated: Prawn Spring Rolls and Bun Rieu. One worker in Keilor Downs expressed interest in more cooking sessions: “I am working at home so I really like to cook different and healthy food for me and my family members”.

After cooking, we had lunch together and had some time to talk about our industry, and our work.

Upcoming activities—all TCF outworkers welcome! Upcoming activities for outworkers in the next three months will be:

• Excursion to Orchid show for outworkers in the Western suburbs in November • A seminar on council services for outworkers in Southern suburbs, delivered by the Mayor of the City of Greater Dandenong • Activities for Lunar New Year

Outworker wins backpay In November the TCFUA successfully negotiated substantial backpay, for an outworker member, for years of unpaid annual leave, public holiday pay and overtime. The outworker worked for the same clothing company in Melbourne for over 10 years, and had been a member of the union.

An outworker is a worker who works in their own home, and is the same as a worker in a factory except that their work area is their kitchen, spare room or garage. Even though they work from home, they have workplace rights including superannuation, annual leave, long service leave, public holidays and overtime.

Introducing TCFUA Outworker Outreach Officers The TCFUA is pleased to introduce our two bilingual outworker outreach officers, Ly Nguyen and Bi Yi Fang. They are here to provide information, answer questions and host seminars and social activities for home-based TCF outworkers. If you are a TCF outworker and would like information or support, please feel free to contact Ly on 0409 234 802 (Vietnamese) or Bi Yi on 0458 963 498 (Mandarin).

Ly Nguyen (left) and Bi Yi Fang (right).

On 23 September, Holeproof Nunawading closed its doors. 250 people had been made redundant. Before the company closed, the union successfully demanded that Pacific Brands provide money for each worker to attend training, to make it easier to find new jobs. Holeproof workers are now taking their strong work ethic and integrity into other industries. In one example, 14 ex-Holeproof workers have been participating in a Certificate 3 in Aged Care at Swinburne TAFE Croydon since 12 October. The Union and Sue Buxton (Skill-Up manager) of Swinburne TAFE arranged to run the class especially for these 14 workers, allowing them to stay together in one group. The TAFE teachers are impressed with the workers’ team spirit, genuine care and concern for each other and their enthusiasm, courage and commitment to starting a new course and career. Their teacher Robyn, who worked in Aged Care for many years, says that they are “naturals” to work in Aged Care. On 29 October as part of their assessment for the “Sensitive to the multicultural nature of Australian society” part of the course, the 14 class members did a skit based on conflict caused by cultural misunderstandings among staff in an aged care home. They performed the skit in front of an audience of six, including four teachers from the TAFE College. They wrote the skit with the help of their teacher Robyn, and every class member had a part. Aiona Palu, the ‘matron’ of the “Holeproof Nursing Home” in the play, had earlier said that, after 30 years standing at a machine in the Holeproof factory, she would never have believed that she could ever learn anything else—and yet here she was studying Aged Care at Swinburne TAFE. After the performance, the ex-Holeproof workers provided a delicious multicultural lunch for the audience.

Fourteen Holeproof workers completing Certificate 3 in Aged Care at Swinburne TAFE Croydon.

Other ex-Holeproof workers are completing courses in warehousing and logistics, hairdressing, health services, community services, retail, disability services and/or intensive English and computer classes at their local TAFE college. Over 100 of the 250 retrenched workers completed the safe food handling and responsible service of

alcohol certificates organized by Swinburne TAFE’s Skill Up unit. Some ex-workers have found jobs in the clothing industry or new industries, such as kitchen installation, retail and Australia Post. Others have taken up traineeships through their Job Network, or have started their own small business.

TCFUA JOURNAL SUMMER 2009 TRAININGI

FOCUS ON HEALTH AND SAFETYI

What did you do after you were made redundant?

OHS laws are changing Don’t let government reduce workers’ protections!

Beth’s story Beth was made redundant from Huyck, Geelong in early 2009

“After I left Huyck, I got a forklift licence. When the closure was announced I got a casual job on top of the job I was doing at Huyck on Day shift so I was working a 70 hour week. Now I work in warehousing, I wouldn’t have the job without getting the fork lift licence first. We were so lucky at Huyck, it was a really good place to work. I like my current job but I’d be back at Huyck in a heartbeat

if I had my way. Warehousing is good. The Job Network found the job for me really quickly. I’d only been with them 2 weeks. My employer wants to train me to be a receiving manager. I travel to Laverton everyday to work but it’s not a bad trip. I live 2 seconds from the ring road and it takes me 40 mins to get to work—it’s a straight run. A whole bunch of us from Huyck are members of a Facebook Group so we stay in touch, it keeps the lines of communication open for those who

Unity & Strength Campaign Winners

don’t have a job. If anyone hears of anything we tell the others. I wouldn’t be where I am without the assistance of the TCFUA. You came in and made everything clear to us, and what was available. There is no way I would have got the forklift licence and this job without the help from Skill Up and the TCFUA. G-Force (Job Service Provider) was really supportive, and rang me every couple of weeks after I got the job to see how I was going.”

Check out the new TCFUA website!

www.tcfua.org

Over 6 weeks in June and July, the union visited workplaces to talk about the importance of unity and strength for improving workers’ rights, pay and conditions. In tough economic times, we must—more than ever—stick together and build our union. New members who joined the union between 1 June and 12 July 2009 and existing members who updated their details went in the draw to win a 50” plasma TV. Thank you to all members and delegates who participated in making the campaign a success. The winners of the 50” plasma TVs were:

• NEW MEMBER Andrea Garlick A.D.A Bendigo • EXISTING MEMBER Dep Nguyen Kayser Hosiery Congratulations to our winners, and thank you to everyone who participated in the Unity and Strength campaign.

• Easy to use. Interactive. Up to date with the latest news, campaigns and information. • Join the union and change your details online • Report a problem or ask a question confidentially and anonymously • Talk to other members on our membersonly forum • Delegates and health and safety reps can talk to each other on your own forum • Get information about TCFUA campaigns & news • Get information about training & education • Get information about health and safety, including answers to Frequently Asked Questions • Find information for home-based outworkers • Find out about campaigns from other unions • Find ethical Australian companies • Buy TCFUA t-shirts online • And more…

In 2006, the Howard federal government decided to combine state OHS laws, and make national laws. The federal government said it would “ensure protections are not reduced.” Combining the laws is not a bad thing in itself. But the Howard government’s main objective was to cut red tape for employers, rather than protect workers.

Now the Labor Party is in power, and they have ignored the promise not to reduce protections. Instead, they plan to will reduce some of Australia’s best OHS laws to lower standards to make things easier for business. If they pass, the new laws will mean weaker protection of your safety at work 1. Weaken OHS Reps’ rights to attend training 2. Put restrictions on issuing Provisional Improvement Notices (PINs) and directing a cease work 3. Restrict an OHS Rep’s ability to ask for assistance—inside and ouside the workplace 4. Change the way OHS reps can assist workers Workers already rallied across the country, on 1 September and 15 October to demand that the national laws

1 September: rally against reduction in safety standards in proposed national legislation in Melbourne.

improve conditions for workers, not diminish them. The federal government wants to sign off on the national legislation by 18 December. There is still a narrow window of time in which to visit your state and federal politicians and tell them that no worker protections should be lost in the new national laws. For more information on the

campaign, visit the Victorian Trades Hall OHS Website http://www.ohsrep.org.au/ The draft model OHS Act and ‘Administrative Regulations’ are available on the website of Safe Work Australia http://www.safeworkaustralia.gov.au/ swa/ModelLegislation/Public+Comme nt.htm

TCFUA JOURNAL SUMMER 2009 FOCUS ON HEALTH AND SAFETYI

OHS matters Your Health & Safety is important to the TCFUA and this is why we have made it a priority. Every worker is entitled to a safe and healthy workplace and the TCFUA is helping workplaces throughout Victoria achieve this.

Health and safety reps in every workplace The Union is continuing to increase the number of elected Health & Safety Representatives (HSRs) in the industry. We want elected HSRs in place who listen to workers about their health & safety issues, identify hazards and represent workers to management on these matters to get things resolved. If you would like more information about being a HSR, or how to nominate someone to be a HSR, then please speak to your union organizer or contact the union office.

Consulation This year we will be focusing on ‘consultation’. If a change is being made in your workplace which affects your working environment, your employer is obliged to consult with you before the change is made. This could be a change: • Of workplace • Of machinery/chemical used at your workplace • In the way the work is performed For example, lets look at a change in the machinery you use. It may be that the new machinery produces a lot of noise; this could damage your hearing therefore you should be consulted before the machines are changed. In consultation, you and your employer can discuss: whether the new machines are necessary as they will damage your health: are there any alternatives to the proposed machines: and if need be, what safety precautions will be taken to ensure the protection of your health & safety.

Return to Work By law, employers must engage workers in a consultation process; they must: • Share information about the matter • Give reasonable opportunity to let workers express their views • Take workers’ views into account If you know of any changes that are about to be made in your workplace that may affect your health or safety, make sure that your HSR is aware and that they are participating in the consultation process with management. If you do not have a HSR please contact the union to help you elect one. If changes have already been made in your workplace without consultation and the change is affecting your health and/or safety, please let the TCFUA know. In October we also did a survey to find out what were the 3 main issues affecting TCF workplaces. From this survey the 3 main issues highlighted were: • Temperature • Ventilation/ Air Conditioning • Heavy lifting, pulling & pushing Thank you to everyone who took the time to fill out the surveys. Because temperature and ventilation are a large concern and we’re entering into the summer months, we decided to kick off with an awareness campaign explaining what you can do to prepare your workplace for summer and what your employer should do to ensure the workplace stays at a comfortable temperature. Further information can be found on the Health & Safety section of the TCFUA website www.tcfua.org.au and you can also find out more from your organizer. We will also be running a campaign to address the hazards workers face with heavy lifting, pulling & pushing in the not so distant future so remember to check out the website for the latest information and contact your union rep or organizer.

Stay Cool at Work This Summer The law doesn’t specify a maximum reasonable temperature, but employers are expected to take steps to deal with situations where the temperature is uncomfortably high.

Get a ‘Heat Policy’ Workers and your employer can negotiate what goes into the policy. This can include: • Adequate facilities to be provided Cooling devices such as air conditioning & cool drinking water • Extra rest breaks can be taken Rest breaks allowed after workplace reaches/exceeds 30 degrees or where conditions start to affect your health. • Rescheduling work Strenuous jobs, for example carrying heavy items, could be carried out during the cooler part of the day/ job rotation The TCFUA can help you with drafting up or implementing a heat policy.

Plan now how your workplace is going to deal with high temperatures this summer!

Making a WorkCover claim and returning to work after injury can be complicated, and the TCFUA wants to make the process as smooth as possible.

We have developed a new set of three fact sheets, in collaboration with WorkSafe Victoria: • Things you should know about work injury & illness • If I make a WorkCover claim, what will I be paid? • Returning to Work: how can the union help me? All fact sheets have been translated into Vietnamese and Chinese. We will be delivering these to workplaces over the next few months. If you would like to receive a copy, or you have any more questions about WorkCover or Return to Work, please contact the union.

TCFUA JOURNAL SUMMER 2009

FOCUS ON HEALTH AND SAFETYI

Return to Work (continued)

TCFUA JOURNAL SUMMER 2009

TCFUA English Classes

INTERNATIONAL SOLIDARITYI

English classes start in the first week of March 2010.

Workers protest lay-offs at Triumph factories in Thailand and the Philippines

FOOTSCRAY

Mondays 10.00am-1.00pm Footscray Library, 56 Paisley Street, Footscray FOOTSCRAY

Fridays 2.00-5.00pm Footscray Library, 56 Paisley Street, Footscray ST ALBANS

Fridays 10.00am-1.00pm Errington Community Centre (opp Big Sam’s market) Princess Street, St. Albans ST ALBANS

This year has been a positive year for the English classes. Three new English classes were established, making a total of ten TCFUA English classes running every week in suburbs all over Melbourne. The new classes are in factories in Collingwood at Travellers Apparel, and Derrimut at Dempsey Group.

Workers who attend classes come with a wide range of abilities and bring a wealth of experience from their working lives and cultural backgrounds. Classmates are able to teach and learn from each other as well as from the teacher. The workers are generally enrolled in 2 certificates; Cert 3 in Clothing Production or Cert 3 in Textile Production, and Cert 2 ESL Access. The content for classes is usually based on the students’ interest and abilities. The teachers then devise a program that teaches the language needed to communicate at various levels in speaking, reading and writing. Because the workers are all employed in the TCF industry, classes spend time discussing, reading and writing about issues around their working lives using English language

(Left) Springvale English class students cook sesame slice.

(Above) Students from the Preston class.

structures. Workers generally appreciate the opportunity to share their own experiences and learn from others about health & safety, workers rights, unionism, and wages and conditions. Workers are also given the opportunity through English language activities to follow up on topics such as current affairs, cultural and traditions, health and wellbeing and topics closer to home like life and family experiences. And some classes, those which have access to computers, are also able to provide computer based learning programmes. The four teachers, who together represent more than a lifetime of teaching experience, try to offer a broad range of activities in classes that promote the use of English language; reading-writing-speaking through fun tasks such as dialogues, songs, grammar, spelling, games and puzzles. Class members often see an improvement in their English after attending classes. They usually say they like the classes. This is because classes are all very friendly and members often have made new friends and had a lot of fun.

For example, a highlight from this year’s classes was cooking at the Springvale class. Following a set of lessons on health and wellbeing, one of the workers at the Springvale class conducted a cooking lesson for the others (on their request) in the Centre’s kitchen. She taught them how to make sesame seed slice. The whole group participated in the cooking and of course the eating. This was followed up with related spelling activities, vocabulary building, report writing, recipe reading and dialogues (see photo). All in all, workers who have come to these classes through 2009 have had the chance to gain much more confidence in themselves and in using the English language, in a fun and friendly learning atmosphere. Also, they have a chance to get some language to help them in their working life. It is a sacrifice worth making after a hard day’s work, when people often want to go home and have dinner. We encourage all TCF workers who need to improve their English to take this good opportunity that the TCFUA provides with these classes.

Tuesdays 5.00-7.00pm Errington Community Centre (opposite Big Sam’s Market), Princess Street, St. Albans SUNSHINE

Wednesdays 6.30-8.30pm Old School Building Level 1 Room B 17, VUT Sunshine Campus 460 Ballarat Rd, Sunshine FITZROY

Monday 5.00-7.00pm Fitzroy Learning Network (back room) 3 Wood St, Fitzroy PRESTON

Mondays 5.00-7.00pm Preston Neighbourhood House 218 High St, Preston SPRINGVALE

Wednesdays 5.00pm-7.00pm Springvale Neighbourhood Literacy Centre 16 Grace Park Ave, Springvale LALOR

Tuesdays 5.00-7.00pm Lalor Living and Learning 47A French St, Lalor If you would like to join one of these classes, or if you would like to come but there is no class in a suburb near you call Jessica Sartori on 0458 376 746.

It is not just in Australia that TCF workers are losing their jobs. Clothing workers across Asia are being laid off, as companies constantly relocate production in an effort to maximize profits, and avoid paying higher wages to unionised workers.

One example is Triumph International. Triumph is Europe’s largest manufacturer of lingerie, and according to its own website, now turns over US$1.6 billion in sales each year (AU$1.73 billion). Triumph moved its lingerie production to South-East Asia, to take advantage of lower wages and production costs. But the pursuit of lower costs never stops. Now Triumph is

Laid off Triumph International workers rallied in the Philippines.

moving production within Asia, to places where costs are even lower and workers are unorganised. In 2009, workers have been protesting large-scale lay-offs at three of Triumph’s production facilities in South-East Asia. The Triumph Labour Union in Thailand, and the New Unity of Workers in Triumph International union in the Philippines, say that the lay-offs are not because of any problems with the profitability of the factories themselves, but are rather part of a global restructuring plan to maximize profit for this enormous multinational garment company.

Thailand On 29 June, Body Fashions—a subsidiary of Triumph International—sacked 1,960 of its 4,200 workers near Bangkok. Triumph blames the global recession as the main reason, but workers believe that Triumph’s real objective is to break up the Triumph Labour Union. Departments where the union is strongest were the first to be fired. And the company has already set up a new factory and hired temporary labour in Nakhon Sawan, another part of Thailand.

This is not the first attempt to break the union at Body Fashions. In 2008, Triumph Labour Union president Jitra Kotshadej was unfairly dismissed, after she joined a TV debate wearing a T-shirt protesting Thai people’s lack of freedom to express critical opinions about the Thai monarchy. Body Fashion claimed Ms Kotshadej was dismissed because her actions had damaged the company’s reputation. 2,000 workers went on strike CONTINUED OVER PAGE

TCFUA JOURNAL SUMMER 2009 INTERNATIONAL SOLIDARITYI

Protest inThailand and the Philippines (continued) for 45 days, demanding her reinstatement. Jitra Kotshadej was amongst the first workers to be laid-off in June this year. Workers are not accepting the lay-offs. For more than 100 days, Triumph Labour Union members have staged protests and rallies demanding the company reinstate them, or at least pay fair compensation. More than 200 are now occupying the Ministry of Labour in Bangkok. The Triumph Labour Union is still fighting for workers to be re-instated. You can send a solidarity message to the workers, or sign a petition at: www.cleanclothes.org In other news from Triumph factories in Thailand, on 1 May 2009 a Triumph supplier Worldwell Garment Company announced it was closing down, and sent the entire workforce home without their last salaries or the legally-required severance compensations.

IN MEMORY OF NEIL KEARNEY

TIMELINE 2009

29 June: Triumph International’s subsidiary in Bangkok, Body Fashions, laid off 1,960 union members, out of a total workforce of 4,200. The company did not consult or negotiate with the union, and provided no detailed information supporting the business case for the layoffs. 28 July: Triumph Labour Union members rallied outside the Swiss Embassy in Bangkok, demanding that Triumph International re-instate the fired workers (Triumph’s International’s headquarters is in Switzerland). The Swiss embassy refused to accept the petition, so workers burned it on the front steps. August: Triumph International management repeatedly cancelled meetings with the union to discuss the lay-offs. 27 August: Workers’ protest was attacked by police. Nearly 2,000 Triumph International workers rallied outside the Thai parliament house, and tried to deliver a petition to Prime Minister Abhisit Vajjajiva. Prime Minister Vejjajiva refused to accept to petition. Instead police attacked workers with a controversial military sound weapon, Long Range Acoustic Device (LRAD). An LRAD is a high concentration of sound waves that can cause temporarily deafness and blurred vision, as well as permanent hearing loss. Furthermore, warrants were issued for the arrest of three union leaders, under the Internal Security Act forbidding demonstrations of more than 10 people in Dusit district in Bangkok, where the parliament house is. October: Because of the government’s failure to intervene, nearly 200 Triumph International workers have occupied the Ministry of Labour in Bangkok. They have set up a makeshift factory, selling their own brand of bras and underwear, called “Try Arm”, to raise money to support their campaign, and draw attention to their protest.

Philippines Meanwhile, in the Philippines, two Triumph International factories are closing as part of the global restructuring plan, making 1,660 workers redundant. The two factories are Triumph International (Philippines) Ltd., and Star Performance. The union “New Unity of Workers in Triumph International” has called the lay-offs “unfounded and unacceptable”. The Asian Transnational Corporation Monitoring Network reports that Triumph International has consistently failed to prove that its operations are actually losing revenue. Word has it that the company is shifting operations to the Cavite-Laguna-Batangas-RizalQuezon region of the Philippines, and hiring new workers. It seems the company is using the economic crisis as a smoke screen. The New Unity of Workers in Triumph International union demands for the unconditional reinstatement and

re-hiring of workers of Triumph International Philippines and Star Performance Incorporated. SOURCES

• Defend Job Philippines: http://www.aawl.org.au/files/pdf/ triumph.international.philippines.work

TIMELINE 2009

ers.urgent.appeal.pdf • Thai Labor Campaign http://www.thailabour.org • Committee for Asia Women www.cawinfo.org • Clean Clothes Campaign http://www.cleanclothes.org

9 July: 1,660 workers of Triumph International (Philippines) were laid off from Triumph International (Philippines) Ltd., and Star Performance. 30 July: A group of protesting Triumph International workers in the Philippines were joined by two representatives of the Triumph Labour Union in Thailand, to protest outside the Swiss Embassy. The ambassador agreed to meet and hold discussions with them, but made no promises. Workers then went to the German embassy, but police and guard dogs were blocking the entrance, and they could not deliver their petition. 31 July: Triumph International workers marched to Department of Labour and Employment in the capital city Manila, where government officials said they would support their demand for reinstatement. Workers threw Triumph bras and underwear into the air to protest to draw attention to their protest (see photos).

1950—2009 General Secretary International Textile, Garment and Leather Workers’ Federation (ITGLWF) 1988—2009 Dear Members, It is with great sadness that I inform you of the passing of Brother Neil Kearney, General Secretary of the International Textile, Garment and Leather Workers’ Federation (ITGLWF). Neil died of a heart attack in Dhaka,

Bangladesh, in the early hours of Thursday 19 November. He was 59. Neil’s extraordinary capacity to represent passionately workers in our industries from every corner of the globe, to listen and understand their concerns, to advocate and campaign with strength and conviction and to be the public face and voice of millions of unheard and exploited workers will always be

remembered and be a source of inspiration. We have lost a great unionist and good man. We wish to pass on our sincere condolences and respect at this time of sorrow to Neil’s family, the ITGLWF, and comrades throughout the world. In unity, Michele O’Neil

Obituary Neil Kearney: An extraordinary man, an extraordinary life The tragic death of Neil Kearney, aged 59, has robbed the international trade union movement of a truly inspirational leader. Neil died the way he lived. He had completed a day-long series of engagements with trade unions, company managers and government officials in Bangladesh aimed at secured respect for labour rights in the sector when he suffered a fatal heart attack in the early hours of Thursday morning. It is a measure of what he meant to the workers in Bangladesh that three days of mourning have been declared in the sector. Neil served over 20 years as the General Secretary of the Brussels-based International Textile, Garment and Leather Workers’ Federation. He was a brilliant and passionate defender of the rights of those workers worldwide who fall prey to the worst excesses of the international outsourcing of garment and footwear production.

Born in 1950 in Donegal, Ireland, Neil moved to the UK at the age of 17 in search of work and took a job in banking. He joined a union on his first day at work. In 1972 he joined the then National Union of Tailors and Garment Workers where he served as Head of the Information and Research Department for sixteen years. He was active in politics during that period, running for parliament twice in 1974 and four years later being elected Councillor in the London borough of Kensington and Chelsea where he became the leader of the opposition. He was a lifelong socialist who resigned from the Labour Party over the Iraq war. He married his wife Jutta in 1978 and had two daughters, aged 25 and 18 of whom he was very proud. When at home he loved nothing more than to get into the kitchen, roll up his sleeves and cook for his family. He was elected General Secretary of the ITGLWF in 1988.

He will be remembered by ITGLWF members as a fighter who was tireless in his defence of trade union rights and who made it seem like anything was possible. He was fierce when dealing with exploitation and injustice, masterful in negotiations, and a true gentleman on a personal level. The thoughts of the ITGLWF and its members are with Neil’s family. — International Textile, Garment and Leather Workers’ Federation (ITGLWF)

To read this obituary in full, please visit the ITGLWF’s website: http://www.itglwf.org/DisplayDocument. aspx?idarticle=15892&langue=2

Check out the new TCFUA website!

> > > > > > www.tcfua.org > > > > > > > >

Easy to use. Interactive. Up to date with the latest news, campaigns and information. Join the union and change your details online Report a problem or ask a question confidentially and anonymously Talk to other members on our members-only forum Delegates and health and safety reps can talk to each other on your own forum Get information about TCFUA campaigns & news Get information about training & education Get information about health and safety,

> > > > >

including answers to Frequently Asked Questions Find information for home-based outworkers Find out about campaigns from other unions Find ethical Australian companies Buy TCFUA t-shirts online And more…

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