ࡱ>  ` bjbjss Ly%#  r}}}z~>r4|| ʔ"K ;{={={={={={={$hFa{-K--a{{}}}-;{}-;{}}309 6f}5FY!|04|5^= ^99H^R| t }.}7   a{a{ p   4|----rrrĵ6drrr6rrr  INTERNATIONAL TRAINING CENTRE OF THE ILO WORKERS ACTIVITIES PROGRAMME Trade Union training on Organising and Collective Bargaining The OECD Guidelines for MultinationalEnterprises Recommendations for Responsible Business Conduct in a Global Context 22 February 2012 BACKGROUND DOCUMENT Kirstine Drew, TUAC, Paris 1. What are the OECD Guidelines for Multinational Enterprises? The OECD Guidelines for Multinational Enterprises (the Guidelines) comprise recommendations for responsible business conduct that are endorsed and implemented by governments. Updated in 2011, they are comprehensive in scope covering: sustainable development, disclosure, human rights, employment and industrial relations, environment, anti-corruption, consumer interests, science and technology, competition and taxation. TABLE1: CHAPTERS OF THE OECD GUIDELINES Chapter I.Concepts and Principles Chapter II.General Principles Chapter III.Disclosure Chapter IV. Human Rights (new Chapter in 2011) Chapter V.Employment and Industrial Relations ChapterVI.Environment Chapter VII. Combating Bribery, Bribe Solicitation and ExtortionChapter VIII.Consumer InterestsChapter IX. Science and Technology Chapter X.Competition Chapter XI.Taxation  2. To which Companies do the OECD Guidelines for Multinational Enterprises Apply? It is governments that sign the Guidelines not companies. The Guidelines apply to all multinational companies (MNCs) that are headquartered in the countries that have signed the Guidelines. To date 43 governments have signed the Guidelines: 34 OECD member countries, including Japan and the Republic of Korea, and 9 non-members. The Guidelines apply to enterprises irrespective of whether they are private or state-owned or of the sector in which they operate. They apply to subsidiaries, as well as other business relationships: suppliers, sub-contractors, franchises and other business partners. TABLE 2: OECD GOVERNMENTS SIGNED THE GUIDELINES AustraliaHungaryPortugalAustriaIcelandRepublic of KoreaBelgium IrelandSlovak RepublicCanadaIsraelSloveniaChileItalySpain Czech RepublicJapanSwedenDenmarkLuxembourgSwitzerland  EstoniaMexicoTurkey FinlandNew ZealandUKFranceNorwayUSGermany The NetherlandsGreecePoland TABLE 3: NON-OECD GOVERNMENTS SIGNED THE GUIDELINES ArgentinaLithuaniaBrasil MoroccoColombiaPeruEgyptRomaniaLatvia 3. How are the Guidelines Implemented? Governments that sign the Guidelines make a binding commitment to implement them. They are required to set up a National Contact Point (NCP) to promote the Guidelines and to handle complaints about alleged breaches of the Guidelines.  The rules governing the functioning of the NCP are set out in the section of the Guidelines on Procedural Guidance. Under these rules, the NCP are required to operate in accordance with core criteria of visibility, accessibility, transparency and accountability(Procedural Guidance I). When handling cases specific instances NCPs are additionally required to act in a manner that is impartial, predictable, equitable and compatible with the principles and standards of the Guidelines. (Procedural Guidance I C, introductory paragraph). The type of activities undertaken by NCPs to increase awareness of the Guidelines includes providing a web site in appropriate languages, translating and publishing key documentation, holding national consultations and organising awareness-raising seminars, including in cooperation with the social partners. They also need to have in place and publish procedures for handling complaints submitted under the Guidelines. TABLE4: Procedural guidance I. National Contact Points The role of National Contact Points (NCPs) is to further the effectiveness of the Guidelines. NCPs will operate in accordance with core criteria of visibility, accessibility, transparency and accountability to further the objective of functional equivalence. (Procedural Guidance).A. Institutional Arrangements The NCP will be structured and composed appropriately to deal with the broad range of issues covered by the Guidelines (Procedural Guidance A., paragraph 1). It should also develop and maintain relations with representatives of the business community, worker organisations and other interested parties that are able to contribute to the effective functioning of the Guidelines. (Procedural Guidance A., paragraph 3). B. Information and Promotion The NCP is required to raise awareness of the Guidelines including through co-operation, as appropriate, with the business community, worker organisations, other non-governmental organisations, and the interested public (Procedural Guidance, B., Information and Promotion).C. Implementation in Specific Instances The NCP is tasked with contributing to the resolution of issues that arise relating to implementation of the Guidelines in specific instances in a manner that is impartial, predictable, equitable and compatible with the principles and standards of the Guidelines. The NCP will offer a forum for discussion and assist the business community, worker organisations, other non-governmental organisations, and other interested parties concerned to deal with the issues raised in an efficient and timely manner and in accordance with applicable law (Procedural Guidance, C Implementation in Specific Instances).D. ReportingThe NCP is required to report annually to the Investment Committee of the OECD on its implementation activities and specific instances (cases). TABLE 5: EXAMPLES OF NATIONAL CONTACT POINTS NCP description No. Trade union CasesRepublic of Korea The South Korean NCP is an Inter-ministerial Committee based in the Ministry of Knowledge NCP. The NCP does not have any advisory or oversight committee.  HYPERLINK "http://www.mke.go.kr" http://www.mke.go.kr15Japan The Japanese NCP is an Inter-ministerial body involving the Ministry of Foreign Affairs Ministry of Health, Labour and Welfare Ministry of Economy, Trade and Industry. The trade union confederation JTUC-Rengo is involved as a Committee member.  HYPERLINK "http://www.mofa.go.jp/mofaj/gai" http://www.mofa.go.jp/mofaj/gai ko/csr/housin.html This page is in Japanese  HYPERLINK "http://www.oecd.emb-japan.go.jp/p/kiso/4_1.htm" http://www.oecd.emb-japan.go.jp/p/kiso/4_1.htm This page is in Japanese5France The French NCP is one of a small number of NCPs that has a tripartite structure that involves governments, trade unions and employers.  HYPERLINK "http://www.minefi.gouv.fr/directions_ser" http://www.minefi.gouv.fr/directions_ser vices/dgtpe/NCP/NCP.php 10 UK The UK NCP is bipartite and is the responsibility of the Department for Business, Innovation and Skills (BIS) and the Department for International Development (DFID). The UK NCP has a Steering Board, which oversees its work comprised of business, trade unions and NGOs, together with representatives of other government Ministries. The UK is widely regarded as being the best performing NCP.  HYPERLINK "http://www.bis.gov.uk/nationalcontactpoint" http://www.bis.gov.uk/nationalcontactpoint15US The US NCP is the responsibility of the US State Department although the NCP also involves a number of other government departments. The US NCP has an Advisory Board made up of business, trade unions and civil society. The Advisory Board is co-chaired by two representatives of business and trade unions respectively.  HYPERLINK "http://www.state.gov/usncp/" http://www.state.gov/usncp/25  4. When is a Case Eligible under the Guidelines? Under the Procedural Guidance, NCPs are required to help resolve cases (specific instances) that are submitted to them by trade unions or NGOs concerning alleged breaches of the Guidelines. A priori for a case to be eligible under the Guidelines it must meet the following conditions: Involve a breach of at least one of the provisions of the Guidelines; Involve an enterprise that is linked through a business relationship to an MNC headquartered in a country that has signed the Guidelines. This relationship can take a variety of forms: subsidiary; supplier; sub-contractor; franchisee; and licensee. BOX 1 If Enterprise A, the subsidiary or supplier of a French Multinational Company X operating in Vietnam breached one of the provisions of the Guidelines, then a case can be filed under the Guidelines because France has signed the Guidelines. If Enterprise B, the subsidiary or supplier of a Chinese Multinational Company Y operating in Vietnam breached one of the provisions of the Guidelines then a case cannot be filed under the Guidelines because China has not signed the Guidelines. 5. Where should a case be filed? The rules of the Guidelines state that [G]nerally, issues will be dealt with by the NCP of the country in which the issues have arisen (Commentary on the Procedural Guidance, paragraph 23). This means that when an alleged breach of the Guidelines occurs in a country that has signed the Guidelines then the case should be submitted to the NCP of that country the host country NCP. In such cases [T]he NCP of the host country should consult with the NCP of the home country in its efforts to assist the parties in resolving the issues and the NCP of the home country should strive to provide appropriate assistance in a timely manner when requested by the NCP of the host country. Where the alleged breach of the Guidelines occurs in a country that has not signed the Guidelines then the case should be submitted to the NCP of the country where the MNC has its headquarters the home country NCP (see BOX 2). BOX 2 If the complaint concerns a breach of the Guidelines by Enterprise A, the subsidiary of a Japanese Multinational Company X operating in the Republic of Korea then the case should be filed in the Republic of Korea has signed the Guidelines and there is a South Korean NCP. If the complaint concerns a breach of the Guidelines by Enterprise B, the subsidiary of a Japanese Multinational Company X operating in the Philippines the Republic of Korea, then the case should be filed in Japan because the Philippines has not signed the Guidelines and there is no NCP. 6. What does the NCP do once it Receives a Case? The NCP will first conduct an Initial Assessment to check that the case falls under the Guidelines, that the allegations are substantiated and that the complainants has a standing/interest in the case. If the NCP accepts the case it will offer its good offices for mediation to help the parties resolve the issues raised in the case. The mediation may be provided either by the NCP itself, or by an external mediator. However, if either of the parties refuses to participate in mediation, or if mediation fails, the NCP will do one of the following: Option 1: Some NCPs (including France, Germany, Norway and UK) will examine the case in order to make an assessment of whether the MNC has breached the Guidelines and will publish their findings in the final statement ,as well make recommendations on the future implementation of the Guidelines, before closing the case; Option 2: Other NCPs (including Australia, Canada, US and Switzerland) are not willing to examine the case in order to make an assessment of whether the MNC has breached the Guidelines. They will simply publish a statement with recommendations on the future implementation of the Guidelines and close the case. FIGURE 1: ELIGIBILITY UNDER THE GUIDELINES               FIGURE 2: STEPS FOLLOWED BY THE NCP                  7. Steps for Trade Unions Submitting Cases under the Guidelines Any trade union company, sectoral, national or a Global Union Federation (GUF) is able to submit a case under the Guidelines. It is helpful, however, if trade unions make the following contacts prior to the submission of the case: GUF: GUFs have experience of submitting cases under the Guidelines; TUAC: TUAC is able to provide advice on the use of the Guidelines including comments on any draft submission; Home country trade unions: the national trade union centre in the home country should be able to raise the case with the home NCP. All cases must be submitted in good faith. Trade unions should be willing to participate in mediation with the aim of resolving the issues raised in the case. Providing mediation is the main role played by all NCPs. Case submissions should also be thoroughly prepared with complete and accurate information. At a minimum they should include: Complainant(s): the interest of the complainants in the case together with a description and contact details; Local enterprise: the name, ownership and contact details of the local company involved in the alleged breach of the Guidelines and its link to the multinational company; Multinational company: details of the multinational company including the address of its headquarters; Parallel proceedings: details of past or on-going legal proceedings whether domestic or international. The NCP will need to establish that handling the case would cause no serious prejudice to any such legal proceedings; Provisions of the Guidelines breached: a clear statement about each of the provisions of the Guidelines that have been breached; Supporting evidence: information that substantiates the allegations; Role for the NCP: statement of what the NCP is being ask to do and what could be achieved through mediation with the company. 8. How Have Trade Unions Used the Guidelines? Since 2000, trade unions have submitted 136 cases under the Guidelines an average of 12 trade union cases per year. The majority (>90%) of trade union cases concern Chapter Von Employment and Industrial Relations. Trade unions have also used most of the other chapters in their submissions: General Principles (>25 % of cases); Concepts and Principles (7.4% of cases); and Disclosure (6.6%) (see TABLES 6-8). Trade unions have submitted cases to 26 out of 43 NCPs (c60%). The US NCP has received the highest number of cases (24), followed by the Brazilian NCP (17) and the UK NCP (15) and the Republic of Korea (15). Information on all trade union cases submitted under the Guidelines is available at:  HYPERLINK "http://www.tuacoecdmneguidelines.org/home.asp" http://www.tuacoecdmneguidelines.org/home.asp TABLE 6: TRADE UNION USE OF THE GUIDELINES Chapter Number of casesPercentageChapter I.Concepts and Principles 107.4Chapter II.General Principles 3525.7Chapter III.Disclosure HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\ProvisionsNew.asp%3fArt=3000"96.6Chapter IV. Human Rights (new Chapter in 2011) HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\ProvisionsNew.asp%3fArt=4000"00Chapter V.Employment and Industrial Relations HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\ProvisionsNew.asp%3fArt=5000"123 90.4Chapter VI.Environment 53.7 Chapter VII. Combating Bribery, Bribe Solicitation and Extortion42.8Chapter VIII.Consumer Interests53.7Chapter IX. Science and Technology 00Chapter X.Competition 10.7Chapter XI.Taxation 10.7 TABLE 7: TRADE UNION USE OF CHAPTER V: EMPLOYMENT AND INDUSTRIAL RELATIONS paragraphTextNo. of cases %Tuac Commentary HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\guidelinesnew.asp%3fart=V.1-a" \l "V.1-a"V.1-aRespect the right of workers employed by the multinational enterprise to establish or join trade unions and representative organisations of their own choosing;HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\cases.asp%3fid=30"85 HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\cases.asp%3fid=30"62.5 Trade unions have used the provisions on freedom of association and right to collective bargaining the most. HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.1-b" \l "V.1-b"V.1-bRespect the right of workers employed by the multinational enterprise to have trade unions and representative organisations of their own choosing recognised for the purpose of collective bargaining, and engage in constructive negotiations, either individually or through employers' associations, with such representatives with a view to reaching agreements on terms and conditions of employmentHYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=114"85  HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\cases.asp%3fid=30"62.5 HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.1-c" \l "V.1-c" \o "This combines data for IV.1-b under the 2000 Guidelines with V.1-c under the 2011 Guidelines"V.1-cContribute to the effective abolition of child labour, and take immediate and effective measures to secure the prohibition and elimination of the worst forms of child labour as a matter of urgency;HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=31"1 0These provisions are under-used.HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.1-d" \l "V.1-d"V.1-dContribute to the elimination of all forms of forced or compulsory labour and take adequate steps to ensure that forced or compulsory labour does not exist in their operationsHYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=32"9 6.6HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.1-e" \l "V.1-e"V.1-eBe guided throughout their operations by the principle of equality of opportunity and treatment in employment and not discriminate against their workers with respect to employment or occupation on such grounds as race, colour, sex, religion, political opinion, national extraction or social origin, or other status, unless selectivity concerning worker characteristics furthers established governmental policies which specifically promote greater equality of employment opportunity or relates to the inherent requirements of a jobHYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=33"6 4.4HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.2-a" \l "V.2-a"V.2-aProvide such facilities to workers representatives as may be necessary to assist in the development of effective collective agreements;HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=34"18  13.2 HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.2-b" \l "V.2-b"V.2-bProvide information to workers representatives which is needed for meaningful negotiations on conditions of employment;HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=35"27  19.9 HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.2-c" \l "V.2-c"V.2-cProvide information to workers and their representatives which enables them to obtain a true and fair view of the performance of the entity or, where appropriate, the enterprise as a wholeHYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=37"24  17.6 HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.3" \l "V.3"V.3Promote consultation and co-operation between employers and workers and their representatives on matters of mutual concern.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=36"20  14.7 HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.4-a" \l "V.4-a"V.4-aObserve standards of employment and industrial relations not less favourable than those observed by comparable employers in the host country;HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=38"22 16.2 V.4bWhen multinational enterprises operate in developing countries, where comparable employers may not exist, provide the best possible wages, benefits and conditions of work, within the framework of government policies. These should be related to the economic position of the enterprise, but should be at least adequate to satisfy the basic needs of the workers and their families;00This is a new provision incorporated into the text as a result of the 2011 update. HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.4-c" \l "V.4-c"V.4-cTake adequate steps to ensure occupational health and safety in their operations.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=39"9  6.6 This provision has been under-usedHYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.5" \l "V.5"V.5In their operations, to the greatest extent practicable, employ local workers and provide training with a view to improving skill levels, in co-operation with worker representatives and, where appropriate, relevant governmental authoritiesHYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=40"4  2.9 HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.6" \l "V.6"V.6In considering changes in their operations which would have major employment effects, in particular in the case of the closure of an entity involving collective lay-offs or dismissals, provide reasonable notice of such changes to representatives of the workers in their employment and their organisations, and, where appropriate, to the relevant governmental authorities, and co-operate with the worker representatives and appropriate governmental authorities so as to mitigate to the maximum extent practicable adverse effects. In light of the specific circumstances of each case, it would be appropriate if management were able to give such notice prior to the final decision being taken. Other means may In considering changes in their operations which would have major employment effects, in particular in the case of the closure of an entity involving collective lay-offs or dismissals, provide reasonable notice of such changes to representatives of the workers in their employment and their organisations, and, where appropriate, to the relevant governmental authorities, and co-operate with the worker representatives and appropriate governmental authorities so as to mitigate to the maximum extent practicable adverse effects. In light of the specific circumstances of each case, it would be appropriate if management were able to give such notice prior to the final decision being taken. Other means may also be employed to provide meaningful co-operation to mitigate the effects of such decisions.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=41"36 26.5 This is an important provision that has been used by trade unions in a large number of cases. HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.7" \l "V.7"V.7In the context of bona fide negotiations with workers representatives on conditions of employment, or while workers are exercising a right to organise, not threaten to transfer the whole or part of an operating unit from the country concerned nor transfer workers from the enterprises' component entities in other countries in order to influence unfairly those negotiations or to hinder the exercise of a right to organise.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=42"21 15.4This is an important provision that has been used by trade unions in a large number of cases.HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelinesnew.asp?art=V.8" \l "V.8"V.8Enable authorised representatives of the workers in their employment to negotiate on collective bargaining or labour-management relations issues and allow the parties to consult on matters of mutual concern with representatives of management who are authorised to take decisions on these matters.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=43"28   TABLE 8: TRADE UNION USE OF CHAPTER II: GENERAL PRINCIPLES paragraphTextNo. of cases %TUAC Commentary II.A1Contribute to economic, environmental and social progress with a view to achieving sustainable developmentHYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\cases.asp%3fid=30"HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=2"15  HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\cases.asp%3fid=30"11 II.A2Respect the internationally recognised human rights of those affected by their activities. HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=3" HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=3"19  HYPERLINK "file:///C:\\Documents%20and%20Settings\\SAUVET-TRICOIRE_C\\My%20Documents\\Local%20Settings\\Temporary%20Internet%20Files\\Content.Outlook\\LA29UTV2\\cases.asp%3fid=30"14 II.A3Encourage local capacity building through close co-operation with the local community, including business interests, as well as developing the enterprise s activities in domestic and foreign markets, consistent with the need for sound commercial practice.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=4"2  1.5 II.A4Encourage human capital formation, in particular by creating employment opportunities and facilitating training opportunities for employees.. HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=5"5  3.7II.A5Refrain from seeking or accepting exemptions not contemplated in the statutory or regulatory framework related to human rights, environmental, health, safety, labour, taxation, financial incentives, or other issues. HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=6"4  2.9 II.A6Support and uphold good corporate governance principles and develop and apply good corporate governance practices, including throughout enterprise groups.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=7"4  2.9 II.A7Develop and apply effective self-regulatory practices and management systems that foster a relationship of confidence and mutual trust between enterprises and the societies in which they operate.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=8"5  3.7 II.A8Promote awareness of and compliance by workers employed by multinational enterprises with respect to company policies through appropriate dissemination of these policies, including through training programmes.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=9"2  1.5 II.A9Refrain from discriminatory or disciplinary action against workers who make bona fide reports to management or, as appropriate, to the competent public authorities, on practices that contravene the law, the Guidelines or the enterprise s policies.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=10"3  2.2 II.A10Carry out risk-based due diligence, for example by incorporating it into their enterprise risk management systems, to identify, prevent and mitigate actual and potential adverse impacts as described in paragraphs 11 and 12, and account for how these impacts are addressed. The nature and extent of due diligence depend on the circumstances of a particular situation00 This is a new provision incorporated into the text as a result of the 2011 update. II.A11Avoid causing or contributing to adverse impacts on matters covered by the Guidelines, through their own activities, and address such impacts when they occur.00This is a new provision incorporated into the text as a result of the 2011 update. II.A12Seek to prevent or mitigate an adverse impact where they have not contributed to that impact, when the impact is nevertheless directly linked to their operations, products or services by a business relationship. This is not intended to shift responsibility from the entity causing an adverse impact to the enterprise with which it has a business relationship00This is a new provision incorporated into the text as a result of the 2011 update. II.A13In addition to addressing adverse impacts in relation to matters covered by the Guidelines, encourage, where practicable, business partners, including suppliers and sub-contractors, to apply principles of responsible business conduct compatible with the Guidelines.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=109"6  4.4 II.A14Engage with relevant stakeholders in order to provide meaningful opportunities for their views to be taken into account in relation to planning and decision making for projects or other activities that may significantly impact local communities.00This is a new provision incorporated into the text as a result of the 2011 update. II.A15Abstain from any improper involvement in local political activities.HYPERLINK "http://www.tuacoecdmneguidelines.org/cases.asp?id=111"4  2.9  9. In which Countries did the Alleged Breaches of the Guidelines Take Place? The US is the country which has the highest number of allegations of breaches of the Guidelines (20), followed by Brazil (17), South Korea (8), France (7), Burma (7) and the Philippines (7). A significant number of cases concern allegations in Asian countries (see TABLES 9 and ANNEX 1). TABLE 9: CASES BY HOST COUNTRY country country typeNumber of cases PercentageUSOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=195"20 14.7% BrazilAdhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=29"17 12.51% South KoreaOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=99"8 5.9%France OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=69"7 5.1% BurmaNon-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=33"7 5.1% Philippines Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=148"7 5.1% The Netherlands OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=134"5 3.7% Sri LankaNon-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=169"5 3.7% IndiaNon-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=87"4 2.9% Czech RepublicOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=53"4 2.9% MalaysiaNon-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=116"4 2.9% MexicoOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=123"4 2.9% ChileOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=42"4 3.2% Polond OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=149"3 3.2% UK OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=192"3 3.2% Indonesia Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=88"3 3.2% DRC Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=46"3 3.2% Bangladesh Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=17"3 2.3% Pakistan Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=142"3 3.2% Peru Adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=147"3 3.2% Turkey OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=187"3 3.2% MontenegroNon-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=218"2 1.5% BelgiumOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=21"2 1.5% Canada OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=37"2 1.5% Switzerland OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=177"2 1.5% ArgentinaAdhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=9"2 1.5% AustraliaOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=12"1 0.7% Germany OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=74"1 0.7% ChinaNon-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=43"1 0.7% Colombia Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=44"1 0,7% AustriaOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=13"1 0.7% Malawi Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=115"1 0.7% Benin Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=23"1 0.7% NepalNon-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=133"1 0.7% Uganda Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=191"1 0.7% Thailand Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=182"1 0.7% RussiaNon-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=154"1 0.7% Romania Adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=153"1 0.7% Paraguay Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=146"1 0.7% Papua New Guinea Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=145"1 0.7% JapanOECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=95"1 0.7% New Zealand OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=135"1 0.7% Greece OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=76"1 0.7% Mozambique Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=129"1 0.7% Liberia Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=108"1 0.7% Algeria Non-adhering Country HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=5"1 0.7% Israel OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=92"1 0.7% Ireland OECD HYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=91"1 0.7% Guatemala Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=78"1 0.7% Panama Non-adhering CountryHYPERLINK "http://www.tuacoecdmneguidelines.org/country.asp?countryid=144"1 0.7%  10. Landmark Cases See Overleaf. CASE EXAMPLE1 G4S V UNION NETWORK INTERNATIONAL (UNI) DescriptionMultinational Company  HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=22989" G4S (Home country: UK)Lead Complainant HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=21934" UNI Global Union : Global Union FederationLead NCP  HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=22728" UK NCP : Bi-ministerial plus Multi-stakeholder Independent BoarNCP DecisionAccepted StatusClosed Date Submitted 01/12/2006Date Closed 12/12/2008Case Duration 24 months 22 daysHost Countries Democratic Republic of Congo (Non-adhering country); Germany, (OECD country); Greece(OECD member); Israel (OECD member) ; Malawi (Non-adhering country); Mozambique (Non-adhering country); Nepal (Non-adhering country); Panama (Non-adhering country); Uganda (Non-adhering country); US (OECD member) SectorSecurity IssueUnpaid wages; working conditions; right to be represented by a trade unionProvision Cited HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelines.asp?Art=II.1" \l "II.1" II.1  HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelines.asp?Art=IV.1-a" \l "IV.1-a" IV.1-a Case Description Union Network International (UNI) submitted a case to the UK NCP concerning the activities of Group 4 Securicor (G4S) in the Democratic Republic of Congo, Greece, Israel, Malawi, Mozambique, Nepal, Uganda and the US. The UNI submission alleged that G4S was attempting to prevent workers from organising and that G4S has refused to pay workers the legally established minimum wage. DevelopmentsThe UK NCP accepted the case for initial assessment in relation to the allegations made in the DRC, Malawi, Mozambique, Nepal, An external mediator was appointed during the Spring of 2008.OutcomeOn the 11th December 2008, the UK NCP announced that the UNI/G4S case had been successfully resolved after the UK NCP appointed an external mediator to manage a formal mediation and conciliation process. The arbitrator brought the parties together in a series of meetings, which resulted in a voluntary settlement. On the 16th December, 2008 UNI and G4s signed a Global Framework Agreement. The agreement included commitments to conduct union elections in the Democratic Republic of Congo and in Mozambique to clarify issues regarding statutory workers' rights. In Malawi it was agreed that overtime payment should increase from 50% to at least 100% of normal wages. CASE EXAMPLE2 UNILEVER PLC vs INTERNATIONAL UNION OF FOOD WORKERS (KHANEWAL, PAKISTAN) DescriptionMultinational Company  HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=22847" Unilever PLC (Home country: UK, Netherlands) Subsidiary HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=22919" Unilever Pakistan Ltd. (Home country: Pakistan) Lead Complainant HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=21924" International Union of Food Workers (IUF) : Global Union Federation Affected Party  HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=23076" National Federation of Food, Beverage and Tobacco Workers of Pakistan : National Union Lead NCP HYPERLINK "http://www.tuacoecdmneguidelines.org/companydetails.asp?organisationID=22728" UK NCP : Bi-ministerial plus Multi-stakeholder Independent BoardNCP Decision Accepted StatusClosed Date Submitted 06/03/2009Date Closed20/11/2009Case Duration 8 months 19 daysHost Country Pakistan (Non-adhering country) SectorFood, Agriculture and Tobacco IssuesElimination of direct employment and extensive use of temporary employment contracts thus undermining the right to freedom of association and collective bargainingProvision Cited HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelines.asp?Art=II.1" \l "II.1" II.1  HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelines.asp?Art=II.4" \l "II.4" II.4  HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelines.asp?Art=II.9" \l "II.9" II.9  HYPERLINK "http://www.tuacoecdmneguidelines.org/guidelines.asp?Art=IV.1-a" \l "IV.1-a" IV.1-a Case Description In March 2009, the International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers Associations (IUF) raised a case against Unilever concerning workers at a factory owned by Unilever, which employed over 700 workers. Of these only 22 were directly employed by Unilever and therefore eligible to be recognised for collective bargaining with Unilever. The submission argued that precarious employment was deliberately employed as means to deny rights to freedom of association and collective bargaining with the real employer i.e., Unilever.DevelopmentsThe UK accepted the case. It invited both parties to accept the UK NCP sponsored conciliation/mediation process. Both parties accepted the offer. The NCP appointed ACAS arbitrator and mediator John Mulholland to serve as conciliator-mediator. An initial conciliation meeting took place on 15 October 2009 in London and a second conciliation on 21 October 2009. The meetings were chaired by Mr Mulholland.OutcomeNo mediation was required as the parties agreed a mutually acceptable solution to the complaint through conciliation. The IUF and Unilever agreed that there would be change in the model of employment based on a combination of directly employed permanent labour and contract agency workers. Unilever also agreed to create 200 permanent positions. The Action Committee members agreed to withdraw all court petitions.  ANNEX 1 SELECTED CASES IN ASIAN COUNTRIES Title Host Country IssueDate Submitted Date Closed HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=125" Cargill V International Union of Food WorkersPapua New GuineaRefusal to negotiate with the trade union29/04/201005/05/2011 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=129" Valeo V Korean Metal Workers' Union (KMWU)Republic of KoreaClosure of a factory without prior information or consultation and massive lay-offs24/03/2010 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=128" Triumph International V Triumph International Thailand Labour Union, Bagong Pagkakaisa ng mga Manggagawa sa Triumph Intl. Phils. Inc, Defend Job Philippines Organization Inc. and the Thai Labour CampaignPhilippines and ThailandDismissal of workers without notice or consultation; violation of the collective bargaining agreement02/12/200914/01/2011 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=132" Abbott Pharmaceuticals V Korean Confederation of Trade Unions (KCTU)Republic of Korea16/10/200901/03/2011 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=131" Hagen-Dazs (General Mills) V Korean Confederation of Trade Unions (KCTU)Republic of Korea15/10/200915/11/2009 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=110" Nestl India V International Union of Food WorkersIndiaRight to trade union representation and refusal to engage in collective bargaining.11/05/200905/02/2010 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=109" Global Hyatt V International Union of Food WorkersPhilippinesReplacement of permanent workers with agency and casual workers and refusal to engage in collective bargaining; right to trade union representation; lack of consultation and failure to give notice23/03/2009 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=66" Nestl V International Union of Food Workers (Korea) Republic of KoreaRefusal to disclose information in the context of collective bargaining concerning changes in industrial set-up including changes in ownership.18/03/200930/09/2009 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=67" Unilever Plc V International Union of Food Workers (Khanewal, Pakistan)PakistanElimination of direct employment and extensive use of temporary employment contracts thus undermining the right to freedom of association and collective bargaining06/03/200920/11/2009 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=69" Nestl SA V International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers Associations (Indonesia)IndonesiaRefusal to negotiate wages in violation of ILO Conventions 87 and 98; attacks on bona fide trade union workers; yellow union10/11/200820/06/2010 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=4" Daewoo and Korea Gas Corporation V Shwe Gas CampaignRepublic of KoreaForced Labour in Burma29/10/200827/11/2008 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=65" Unilever PLC - Pakistan (Rahim Yar Kahn II) V International Union of Food, IUFPakistanThe use of precarious work to undermine freedom of association and the ability to bargain collectively in violation of ILO Conventions 87 and 9827/10/200813/08/2009 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=5" Fine Corporation V ITGLWFSri LankaUnpaid wages22/09/2008 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=9" British American Tobacco (BAT) V Malaysian Trades Union Congress (MTUC)MalaysiaRight to trade union representation11/12/200704/03/2011 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=10" Unilever PLC V International Union of Food Workers (Rahim Yar Kahn I, Pakistan)PakistanPrecarious work that undermines freedom of association and the right to bargain collectively in violation of ILO Conventions 87 and 9821/11/200727/10/2008 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=11" Unilever PLC, India (Doom Dooma) V International Union of Food WorkersIndiaUse of precarious work to deny workers the right to freedom of association and to collective bargaining in violations of ILO Conventions 87 and 9801/10/200718/10/2010 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=39" Chong Won Trading V Korean Confederation of Trade Unions (KCTU) and Chongwon Union (Philippines)PhilippinesThreat to close down the factory should the union be formed: right to trade union representation; bribery03/09/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=12" Il-Kyoung Co Ltd. V Korean Confederation of Trade Unions, Korean House for International Solidarity and Workers Assistance CenterPhilippinesRight to trade union representation, anti-union activities, sex discrimination, violence, bribery03/09/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=41" Tetra Pak V Korean Confederation of Trade Unions (KCTU)Republic of KoreaFailure to negotiate and disclose information on closure of plant01/07/200701/11/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=16" Fiat V CISL and FIM-CISLIndiaLand Dispute: human rights, contribution to host country's progress and environment01/02/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=17" DeCoro V CGIL, CISL and UILChina Harassment: violence against workers01/01/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=18" G4S V Union Network International (UNI)Global including NepalUnpaid wages; working conditions; right to be represented by a trade union01/12/200612/12/2008 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=21" Unilever PLC India V International Union of Food Workers (SEWRI, India)IndiaFailure to abide by national law; illegal transfer of ownership; illegal company closure; failure to engage in collective bargaining03/10/200609/11/2009 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=20" Lafarge Group V Korean Chemical and Textile Workers Federation (KCTF)South KoreaUnion-busting/anti-union behaviour/outsourcing01/10/2006 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=107" Global Sports Technology (Beteiligungsgesellschaft) V Austrian Trade UnionsSri LankaRight to trade union representation; dismissal of trade unionists01/03/2006 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=25" Coats Plc V International Textile, Garment and Leather Workers Federation (ITGLWF)BangladeshRight to trade union representation; harassment of trade unionists01/12/2005 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=26" Nestl V National Confederation of Trade Unions Japan, Hyogo Prefectural Confederation of Trade Unions and Nestl Japan Employees's UnionJapanUnfair labour practice and disclosure of information01/08/2005 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=50" GP Garments V ITGLWFBangladeshFreedom of association; dismissals of striking workers; refusal to disclose ownership or structure; threat to close factory09/06/200501/10/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=106" Bata V ITGLWFSri LankaDismissed employees without any prior information or consultation with the union; right to trade union representation01/01/200501/11/2005 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=29" Bridgestone V Local Union of Chemical, Energy and MinesIndonesiaDismissal of trade union officials for union activities06/09/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=55" Korean EPZ Corporation V International Textile, Garment and Leather Workers Federation (ITGLWF)Bangladesh Freedom of Association in Export Processing Zones31/03/200419/05/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=32" Toyota Motor Corporation V Toyota Motor Philippines Corporation Workers' Association (TMPCWA)PhilippinesIllegal dismissal of 233 union members who participated in a strike and the filing of criminal cases against union leaders04/03/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=59" Nestl V Korean Confederation of Trade Unions (KCTU) International Union of Food Workers and the International Federation of Chemical, Energy, Mine and General Workers Union (ICEM)Republic of KoreaSub-contracting workers; failure to engage in construction negotiations; threat to re-locate/transfer in the context of a collective bargaining dispute26/09/200301/04/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=60" British American Tobacco (BAT) V International Union of Food Workers (Burma)BurmaDivestment from Burma and the effect of remaining licenses02/09/200301/02/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=48" Bayer V DGBPhilippinesRight to trade union representations Establishing a 'yellow' union27/06/200329/06/2007 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=98" Kiswire V Malaysian Trade Union Congress (MTUC)MalaysiaRight to trade union representation20/05/200301/06/2006 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=35" Top Thermo Manufacturers V Malaysian Trades Union Congress (MTUC)MalaysiaRight to trade union representation12/03/2003 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=97" Honda V International Metalworkers Federation (IMF)Indonesia01/02/200301/08/2003 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=83" Gard V International Transport Workers Federation (ITF)PhilippinesContractual benefits, health benefits01/12/2002 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=74" Dutch Travel Agencies V FNV and CNVBurmaForced labour in Burma27/11/200201/04/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=73" Ivanhoe Mines Ltd (Burma) V Canadian Labour Congress (CLC)BurmaForced labour in Burma, environmental damage01/11/200201/02/2006 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=75" Sees Corporation V Progress UnionSri Lanka01/11/200201/12/2002 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=88" Cosmos Mack Industries Ltd. V Free Trade Zone Workers Union (FTZWU)Sri LankaRight to trade union01/11/2001 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=89" IHC Caland (Burma) V FNV and CNVBurmaForced labour in Burma and human rights23/07/200101/07/2004 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=90" Bata V CFDT and CGTSri LankaFailure to provide information on the company that reflected its financial situation01/06/200101/12/2002 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=93" US Companies in Burma V AFL-CIOBurmaForced labour01/05/2001 HYPERLINK "http://www.tuacoecdmneguidelines.org/CaseDescription.asp?id=95" Total FinalElf and Accor Hotels V CFDT, FO and UNSABurmaInvestment in Burma01/03/200128/03/2002 ANNEX 2: GROUP EXERCISES BACK TO BASICS GROUP ACTIVITY 1 What is the purpose of the OECD Guidelines? To which multinational companies do they apply? In which part of the world do they apply? To which business partners of the MNC do they apply? Are they legally binding? Does it matter if they are legally binding? What in your view are the main strength(s) of the Guidelines? What in your view are the main weakness of the Guidelines? Where would you submit cases concerning alleged breach of the Guidelines by a: Indonesian subsidiary of a French multinational company in Indonesia. Why? South Korean subsidiary of a US food company in the Republic of Korea? Why? Philippines supplier of a Japanese automobile company operating in the Philippines? Why? Malaysian subsidiary of an Indian company operating in Malaysia? Why? South Korean subsidiary of a Chinese telecommunications multinational operating in South Korea? Why? Chinese subsidiary of a South Korean telecommunications multinational operating in China. Why? SUBMITTING CASES GROUP ACTIVITY 2 Based on the issues facing workers in multinational companies in your sector/country/region, develop an outline of a case and include the following information: The name of the local company; The name of the multinational company; The nationality of the multinational company; The name of the NCP to which the case is being submitted; The names of the trade unions (national, sectoral, international) directly involved and supporting the case; The paragraphs of the Guidelines that have been breached (content not just numbers); What you would like the NCP to do and how you think mediation could help resolve the issues raised in the case.  The 2011 update of the OECD Guidelines incorporated a new Chapter IV on Human Rights. That meant that the existing Chapter IV on Employment and Industrial Relations became Chapter V in the updated 2011 Guidelines.     PAGE  PAGE 6 1. 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