ระบบอัตโนมัติและเทคโนโลยีใหม่ๆ ทำให้เกิด ความเครียด ในที่ทำงานได้

ระบบอัตโนมัติและเทคโนโลยีใหม่ๆ ทำให้เกิด ความเครียด ในที่ทำงานได้

ผลเสียที่อาจเกิดขึ้นกับคนทำงาน เมื่อนำระบบอัตโนมัติและเทคโนโลยีใหม่ๆ มาใช้ [PDF]

ระบบอัตโนมัติและเทคโนโลยีใหม่ๆ ทำให้เกิด ความเครียด ในที่ทำงานได้ [PDF]

สหภาพแรงงานควรทำอย่างไรเพื่อให้ระบบอัตโนมัติและเทคโนโลยีใหม่ๆ ที่เข้ามาเกิดผลดีกับคนทำงาน [PDF]

สหภาพแรงงาน สามารถทำอะไรได้บ้าง เมื่อธุรกิจนำระบบอัตโนมัติและเทคโนโลยีใหม่ๆมาใช้ [PDF]

 

Done with due diligence? Barry Callebaut pressures workers to withdraw non-compliance claims in India in return for access to collective bargaining rights

Done with due diligence? Barry Callebaut pressures workers to withdraw non-compliance claims in India in return for access to collective bargaining rights

A day after Barry Callebaut terminated the elected trade union representative of the Barry Callebaut Employees Union (BCEU) in Baramati, India, on November 6, 2023, national management offered to sign a collective agreement with the union. But on one condition. BCEU must state that all of the rights violations and abuses by the management that occurred over the past 12 months are untrue. In other words, for union members to exercise their collective bargaining rights, the union must lie. The assumption is that the withdrawal of all the (well-documented) allegations will allow the company to claim it was always in compliance.

After months of pressure and harassment and the victimization of the union’s elected General Secretary – ultimately ending in his unfair termination – union membership fell from 28 to just 18. But the global company still wants the remaining 18 workers to say it was all untrue. In return they will be allowed to have a collective agreement that will bring economic benefits to their families. In a decent world this would be seen for what it is – the bullying of workers in an impoverished rural community by a corporate giant.

The refusal of Barry Callebaut to remedy the rights issues at its Baramati factory and respect the fundamental right of all workers to freedom of association and collective bargaining raises serious questions about how it operates as a global company. From the outset of the dispute, global management first denied any non-compliance without investigating. Only after questions were raised by representatives of Barry Callebaut employees in Europe did corporate management finally investigate beyond making a few phone calls. Yet in the following months it became clear that every reply and every action by the company was determined by local management in Baramati. The very same people involved in the rights violations.

This raises serious questions about how Barry Callebaut views compliance and how it addresses allegations of rights violations. Despite all of its global policies and commitments, the approach is first to deny and defend, then to ask those directly involved whether they did it. This then generates sufficient evidence to justify the initial denial. 

If this is the company’s approach, then human rights due diligence simply will not work. This then raises questions about all other forms of human rights violations (including modern slavery and child labor) that the company claims are untrue or are now resolved.

Even more remarkable is that major global food companies that are supplied by Barry Callebaut were asked by unions to investigate and carry out their own human rights due diligence. So they asked Barry Callebaut. That was the extent of it. More rigorous due diligence involved longer conversations with Barry Callebaut. The same replies came back. No one spoke to the union. No one spoke to the workers involved.

The story that local management tells – which is retold by Barry Callebaut – is that the union General Secretary was asleep on the job and the contract worker he was supposed to be supervising was asleep inside a machine. They add: imagine the tragedy if someone had turned the machine on! This phrase is repeated by national and regional corporate management, global management, and the companies supplied by Barry Callebaut – all who claimed to have conducted their own due diligence. 

Early in the dispute it was agreed that the union General Secretary, Rajesh, had fallen asleep while on duty. He was sitting on the floor because there is no seating in the production area, and fell asleep for about15 minutes. As anyone in the Baramati factory knows, this happens all the time. No doubt it needs to be rectified with better work arrangements and seating. 

But in this case the supervisor secretly took photos of Rajesh then circulated them. When Rajesh later asked the supervisor to delete photos, local management accused him of “tampering with evidence”. The same phrase is repeated at all levels of Barry Callebaut and the company’s buyers. But evidence of what? Given the mismanagement of schedules and working time it is common at the factory that workers sleep for short periods of time. What about the lack of seating? If anyone saw a photo of a worker in Europe sitting on the floor, they would ask, “Why is he on the floor?” But no one at any level in all their due diligence asked why or investigated this. (Is the real answer, “because it’s India?”)

The horror story we are told is that a contract worker sleeping inside a machine that he was tasked to clean. Rajesh was supposedly supervising this worker. It is incredibly dangerous and unacceptable. Of that there is no doubt. But no one investigated why or how this happened.

Why was the overworked, underpaid contract worker asleep inside a machine?

Local management’s horror scenario (“what if the machine was turned on?”) is repeated everywhere. But no one asked:

How would it be possible to turn the machine on?

Aren’t machines at Barry Callebaut’s India operations locked when they are being cleaned?

There were also no questions about the failure of management to ensure safety standards and to supervise third party contract workers. In fact there were no questions at all about safety standards or measures to ensure a safe workplace (which are fundamental rights included in human rights due diligence).

The reason no one asked these questions is because terminating an employee for falling asleep for 15 minutes would be seen as excessive. It could lead to questions about why Rajesh was treated more harshly (because he is the General Secretary of a union that local management cannot control?) Therefore, tampering with evidence (asking a supervisor to delete photos taken on his private phone) and risking the life a contract worker (“what if the machine was turned on?”) justifies termination. 

No one asked any questions beyond the answers already given by local management. That in itself is a failure of human rights diligence and sends a warning signal regarding both compliance and corporate governance.

The fact that global companies that buy chocolate ingredients from Barry Callebaut also did not ask these questions suggests that due diligence has simply not been done.

See Here’s what happened at Barry Callebaut India

សេចក្ដីអំពាវនាវរបស់ Unite ឱ្យមានកិច្ចឈប់បាញ់ជាបន្ទាន់ (Unite calls for an immediate ceasefire)

សេចក្ដីអំពាវនាវរបស់ Unite ឱ្យមានកិច្ចឈប់បាញ់ជាបន្ទាន់ (Unite calls for an immediate ceasefire)

Unite calls for an immediate ceasefire [Nov 3, 2023]

បន្ទាប់ពីមានសេចក្ដីថ្លែងការណ៍គាំទ្រ និងអនុម័តដោយ Unite រួមទាំងសេចក្ដីថ្លែងការណ៍នៅអគ្គក្រុមប្រឹក្សា TUC កាលពីថ្ងៃទី ១៨ ខែតុលា និងអាស្រ័យដោយមានការកើនឡើងអំពើហិង្សាជាបន្តបន្ទាប់ Unite សូមអំពាវនាវឱ្យមានឈប់បាញ់ជាបន្ទាន់ដោយឥតលក្ខខណ្ឌពីគ្រប់ភាគីទាំងអស់នៅប្រទេសអ៊ីស្រាអែល និងនៅតំបន់កាហ្សា។

ចាំបាច់ត្រូវតែបញ្ឈប់ជាបន្ទាន់នូវក្ដីភ័យខ្លាច ក្ដីឈឺចាប់ដែលមិនអាចទ្រាំទ្របាន ព្រមទាំងការស្លាប់របស់ជនស៊ីវិល ប្រជាជនទូទៅ បុគ្គលិកធ្វើការងារផ្ដល់ជំនួយ និងកុមាររាប់ពាន់នាក់។

យើងខ្ញុំសូមអំពាវនាវបន្ថែមទៀតឱ្យគ្រប់ភាគីទាំងអស់ត្រូវគោរពច្បាប់អន្តរជាតិ ដោយធានាឱ្យបានថា ជនស៊ីវិលទាំងអស់ត្រូវបានការពារ ចំណាប់ខ្មាំងទាំងអស់ត្រូវបានដោះលែងដោយឥតរងគ្រោះថ្នាក់ ហើយចំណីអាហារ ទឹក អគ្គិសនី ថ្នាំសង្កូវ អនាម័យ និងឥន្ធនៈ ត្រូវបានស្ដារឡើងវិញ។

ច្បាប់អន្តរជាតិចែងយ៉ាងច្បាស់ថា ការសម្លាប់ជនស៊ីវិលដោយចេតនា ការចាប់ចំណាប់ខ្មាំង និងការដាក់ទណ្ឌកម្មជាសមូហភាព គឺជាឧក្រិដ្ឋកម្មសង្គ្រាម។ ឧក្រិដ្ឋកម្មប្រព្រឹត្តដោយក្រុមហាម៉ាស់ និងដោយរដ្ឋាភិបាលអ៊ីស្រាអែល ចាំបាច់ត្រូវរងការថ្កោលទោស ហើយចាំបាច់ត្រូវប្រកាន់ខ្ជាប់តាមច្បាប់អន្តរជាតិ។

នៅពេលជម្លោះកំពុងបន្ត ចាំបាច់ត្រូវបើកច្រករបៀងមនុស្សធម៌ ហើយត្រូវរក្សាច្រករបៀងទាំងនេះឱ្យនៅបើកចំហ ដើម្បីជួយសម្រួលលទ្ធភាពឱ្យប្រជាជនទទួលបានជំនួយមនុស្សធម៌។

Unite អំពាវនាវដល់សហគមន៍អន្តរជាតិទាំងមូលឱ្យបន្តធ្វើការងារឈានឆ្ពោះទៅបង្កើតឱ្យមានសន្តិភាពទូលំទូលាយ និងយូរអង្វែងផ្អែកលើដំណោះស្រាយរវាងរដ្ឋទាំងពីរដោយធានាឱ្យមានសិទ្ធិមនុស្សសម្រាប់ទាំងអស់គ្នា និងត្រូវបញ្ឈប់ការកៀបសង្កត់ អំពើហិង្សា និងការប្រល័យពូជសាសន៍ ក៏ដូចជាការកាន់កាប់ដោយយោធាលើដែនដីប៉ាឡេស្ទីន និងការរាំងខ្ទប់តំបន់កាហ្សា។

នៅក្នុងចក្រភពអង់គ្លេស និងប្រទេសអ៊ៀកឡង់ Unite នឹងខិតខំដើម្បីប្រយុទ្ធប្រឆាំងជាមួយការប្រកាន់ពូជសាសន៍ប្រឆាំងក្រុមមូស្លីម ការរើសអើងពូជសាសន៍ប្រឆាំងជនជាតិជ្វីហ្វ និងការរើសអើងពូជសាសន៍ប្រឆាំងប្រជាជនប៉ាឡេស្ទីន និងអារ៉ាប់ដែលកំពុងមានការកើនឡើងនៅក្នុងកន្លែងការងាររបស់យើង និងសហគមន៍របស់យើងនៅពីក្រោយជម្លោះនេះ។ យើងក៏ធានាឱ្យបានថា សមាជិករបស់យើងពុំក្លាយជាជនមុខសញ្ញា ឬរងការស្ដីបន្ទោសចំពោះអ្វីដែលកំពុងកើតមាននៅក្នុងជម្លោះនេះ។

Unite ក៏នឹងធ្វើការងារជាមួយសហជីពបងប្អូនរបស់យើង រួមមានដូចជា TUC, STUC, WTUC, ICTU និងសហភាពសហជីពអន្តរជាតិ (ITUC) ដើម្បីគាំទ្រ និងលើកកម្ពស់សន្តិភាព និងដើម្បីកាត់បន្ថយក្ដីឈឺចាប់របស់ជនរងគ្រោះដោយជម្លោះនេះ។

សេចក្ដីអំពាវនាវរបស់ Unite ឱ្យមានកិច្ចឈប់បាញ់ជាបន្ទាន់ (Unite calls for an immediate ceasefire)

Unite呼籲立即停火 (Unite calls for an immediate ceasefire)

Unite calls for an immediate ceasefire [Nov 3, 2023]

Unite呼籲立即停火

根據Unite所推動並在10月18日TUC大會上獲得認可的聲明中,由於暴力不斷升級,Unite呼籲以色列和加沙地帶的各方立即無條件停火。

無法承受的恐怖、苦難和無辜平民的死亡,包括普通民眾、救援工作者和成千上萬的兒童,這些都必須結束。

我們進一步呼籲所有各方尊重國際法,確保所有平民得到保護,所有人質不受傷害而獲釋,並恢復食物、水、電力、醫療、衛生和燃料供應。

國際法明確規定,故意殺害平民、劫持人質和連坐懲罰都是戰爭罪。哈馬斯和以色列政府犯下的罪行必須受到譴責,國際法亦必須得到遵守。

當衝突仍在進行,必須開設人道主義通道並保持開放,以便提供人道援助。

Unite呼籲整個國際社會共同努力,實現以兩國為基礎的全面持久和平,確保所有人的人權,結束壓迫、暴力、種族清洗,以及對巴勒斯坦領土的軍事佔領和對加沙的封鎖。

在英國和愛爾蘭,Unite將努力反擊針對穆斯林、反猶太主義以及針對巴勒斯坦人和阿拉伯人的種族主義,這場衝突令種族主義在工作場所及社區中逐漸增加。我們將確保我們的成員不會成為這場衝突的目標或受到指責。

Unite還將與我們的姊妹工會、TUC、STUC、WTUC、ICTU以及國際工會聯合會(ITUC)合作,支持和促進和平及舒緩於這場衝突中受害者的痛苦。