Sunday, February 19, 2017

PRM & 54 Yang Lain:- INFINEON MUST STOP UNION BUSTING AND DISCRIMINATION AGAINST UNION LEADERS Reinstate Zulfadlee Thye Abdullah, President of Infineon Technologies Melaka Workers Union

Joint  Statement – 31/1/2017

Reinstate Zulfadlee Thye Abdullah, President of Infineon Technologies Melaka Workers Union

We, the 55 undersigned organisations and trade union are shocked to hear about the wrongful termination of Muhammad Zulfadlee Thye Bin Abdullah, the President of the Infineon Technologies Malaysia Workers Union (Kesatuan Pekerja Pekerja Infineon Technologies (M) Sdn Bhd) at INFINEON in Malacca, which is said to be the largest assembly of INFINEON with a workforce of about 8000 people.  Zulfadlee, an employee since 1998, has been the President of the Union  since 2005.

INFINEON is a German Company that produces, amongst others, electronic and auto components, which are said to be used by major Brands including Apple, BOSCH, Philips, Microsoft, Hewlette Packard, Dell and Continental.

On 13/12/2016, Zulfadlee was terminated on the grounds that he ‘committed the act of malingering’, with reference to a sick leave obtained on 18/10/2016 from a doctor, Dr Aw Cheng Yew  of  Klinik Melaka, which is a panel clinic of the Employer. The basis of the allegation seems to be because he was present at an activity of the Selangor Division of the Malaysian Trade Union Congress(MTUC)  in Putrajaya on the same date when he was on sick leave.  As such, one may assume that maybe the charge was simply pretending to be sick (or faking illness) for the purpose of avoiding work or duty. 

It must be stated that the reason for termination used was not an employment misconduct stated in INFINEON Technologies (Malaysia) Sdn. Bhd’s document entitled Policy for Misconduct and Disciplinary. 

Further, the word ‘malingering’ is not a commonly used word, and as such many are unaware of the meaning of that word. To compound matters, in this case, the word ‘malingering’ allegedly was never even clearly explained to Zulfadlee, whose mother tongue is the Malay language. When such English words are used in a charges levied against a worker, and then not explained clearly, it will have a tendency to be confusing and may result in injustice. 

In law, Zulfadlee was entitled to 22 days of paid sick leave every year, and it must be pointed out that he was examined by a qualified doctor who concluded that he was entitled to   sick leave, and a medical certificate was signed and issued by the said doctor. A sick leave is given only when the doctor, after examining decides a worker is not medically fit to perform his/her duties at work. 

There was no question of Zulfadlee lying or pretending to be sick, for on the subsequent day he went to see a specialist doctor, who allegedly discovered that he had a stone in his bladder and he was then given further sick leave for 3 days on 19/10/2016, 20/10/2016 and 21/10/2016. Despite being on sick leave, Zulfadlee did come to the office for a few hours to do some urgent work on 2 of these days but he was not charged for committing the ‘act of malingering’ for these days.

Being on a sick leave does not  mean that one is to be confined at home and bed rest, and cannot do any other things including also attending some union meeting or activity – a sick leave only means that he is not medically fit for work on the said day, and in law he becomes entitled to paid sick leave. 

On 18/10/2016, Zulfadlee said that he had no plans whatsoever to go to the Putrajaya union activity with his union members who planned to go. It was only after he had obtained medical leave whilst he was sending off the union members heading to Putrajaya, that he was convinced by his fellow union members and suddenly decided to follow them in the bus.

Now, even if an Employer disputes the Medical Certificate issued by the doctor, then the Employer should reasonably have taken action against the doctor and/or the clinic – not with the employee.  It must be pointed out that generally a panel clinic of the employer, are less likely to simply issue Medical Certificates to employees unless the doctor is convinced that the said worker is entitled to sick leave. In this case, the Employer really had no reasonable basis to even suggest that Zulfadlee was ‘malingering’ or lied to obtain the sick leave. In such health matters, the Employer is certainly not competent – only the qualified doctor is.

We do not believe that any failings of a doctor, if there even is, should ever be blamed on a worker, and certainly not be used as justification for termination.

Further, attending or participating in a union activity cannot and should never be an employment misconduct and/or a breach of the employment contract.


As such, we are of the opinion that the termination of the Union President may really not  be because of an ‘act of malingering’ by an employee, but simply a union busting action targeting the Union President and the Union. 

In INFINEON’s letter dated 6/1/2017, rejecting Zulfadlee’s  appeal against the termination it was stated, amongst others, ‘…The basis of our decision was premised on the fact that the Management could not condone nor mitigate punishments for a serious act of misconduct committed by a Union President leading the employees of Kesatuan Pekerja - Pekerja lnfineon Technologies Malaysia itwu,’ This letter was signed by Lee Cheong Chee, the President & Managing Director of lnfineon Technologies Melaka.

The said letter, also did state, ‘…your illustrious career and contributions to the Company has been well acknowledged through your progress during your tenure. While that may ordinarily be a mitigating factor in considering any appeal, the Management has decided that the your act of malingering is deemed to be unacceptable and is aggravated in view of you being the Union President at the point the act of misconduct was committed…’

Besides Zulfadlee, 6 other members of the Executive Committee of the Union, including the Vice President and the Secretary, were also targeted and subjected to disciplinary action – and some of this had ended with a stern warning, whilst only the Union President was terminated.

Considering the fact that out of the 40 over employees that participated in the Union program on 18/10/2016, and only the President and 6 of the Union leaders have been subjected to disciplinary action, it certainly looks that  INFINEON  maybe discriminating against employees who are leaders of the Union, and maybe reasonably said to be an act of ‘union busting’.

The timing of these disciplinary actions and the termination of the Union President, when the Union and INFINEON is starting negotiations concerning the next Collective Bargaining Agreement, whereby the first meeting is scheduled for 23/1/2017 is most disturbing. Members of the Union will most likely be prejudiced by this.

It looks like the Employer’s actions in this case was maybe to instill fear in the Union, its members and other employees, which may affect the effectiveness of the trade union. These actions of the Employer would impact on the duty and obligation of Unions to fight for better rights and working conditions, highlight future wrongdoings, and fight against violation of the worker rights. It is failure to recognize and respect  the freedom of association.

The failure of this Union and/or its members to openly protest the wrongful dismissal of the Union President indicates that the Employer’s strategy to create a docile and compliant union maybe working. It may also seriously affect the upcoming Collective Bargaining Agreement to the  detriment of employees and Union members.


INFINEON Technologies (Malaysia) Sdn. Bhd.,a subsidiary of INFINEON, a German company, in this case seem to have acted contrary to the INFINEON’s own policy and Code of Conduct, Organisation for Economic Co-operation and Development (OECD) Guidelines, Electronic Industry Citizenship Coalition Code of Conduct, UN standards and principles; and other relevant standards and good practices.

Brands and corporations that do have INFINEON in their supply chain also have the obligation to ensure that justice be done, and that Codes of Conducts or Policies not be violated by reason of these action/s of INFINEON, vide it’s Malaysian subsidiary, INFINEON Technologies (Malaysia) Sdn. Bhd, including the discrimination and the wrongful termination of the Union leader.

Justice demands that INFINEON Technologies (Malaysia) Sdn. Bhd should immediately reinstate Zulfadlee without electing to simply just wait for the long drawn out court process in Malaysia, that could take even 5 - 9 years before court may award victory to a wrongfully terminated worker. As such, unless INFINEON immediately reinstates Zulfadlee, an employee of INFINEON for 18 years,  great injustice would be done to this worker who has wrongfully been deprived of his employment and income that is so needed for him and his family to survive.

Unjust Malaysian laws at present, states that if the worker cannot be reinstated, he will be awarded compensation in lieu of reinstatement for just a maximum of 24 months, when previously this compensation would have been payment of all income worker would have earned from date of wrong dismissal until the date of judgment(or reinstatement). The new amended limit is not anymore a deterrent for employers seeking to wrongfully get rid of employees, especially worker leaders.

Further, in the case of a Union leader, the chances of getting employment with any other employer, especially in the same sector, is also most difficult compared to other workers. Termination of strong Union leaders is grossly unjust to the Union and its members. Without immediate reinstatement, great injustice will be done.

Therefore, we

Call for the immediate reinstatement of Zulfadlee Thye Bin Abdullah, the President INFINEON Technologies Workers Union;

Call for the immediate withdrawal of disciplinary action/s against other Union leaders and/or members, and/or for the revocation of any punishment that has already been handed out;

Call on INFINEON and its subsidiary, INFINEON Technologies (Malaysia) Sdn. Bhd, to respect and promote worker and trade union rights, and cease discrimination against Union leaders, and also cease union busting activities.

Call on Apple, BOSCH, Philips and other companies that has INFINEON in its supply chain to immediately  ensure that INFINEON respect the Freedom of Association of Workers, Worker and Trade Union Rights;

Call on Germany to ensure that INFINEON comply with the OECD Guidelines, United Nations and  International Labour Organisation (ILO) standards, principles and best practices, and other similar obligations to ensure that human rights and worker rights are respected, protected and promoted;

Call on INFINEON and INFINEON Technologies Melaka to respect and promote human rights, including worker and trade union rights

Charles Hector
Syed Shahir bin Syed Mohamud
Mohd Roszeli bin Majid
Pranom Somwong

For and on behalf of the 55 organisations, trade unions and groups listed below

Asociación de Trabajadoras del Hogar a Domicilio y de Maquila–ATRAHDOM,Guatemala C.A.
Association of Human Rights Defenders and Promoters- HRDP
Building and Wood Worker's International (BWI) Asia Pacific
CEREAL Centro De Reflexión Y Acción Laboral (CEREAL), México
Center for Alliance of Labor and Human Rights (CENTRAL) -  Cambodia
Christian Development Alternative (CDA), Bangladesh
Clean Clothes Campaign International Office(CCC)
Club Employees Union Peninsular Malaysia
CWI (Committe For Workers International) Malaysia
Electrical Industry Workers' Union(EIWU)
Electronics Industry Employees Union Southern Region Peninsular Malaysia(EIEUSR)
Electronic Industry Employees Union Northern Region Peninsular Malaysia
GoodElectronics Thailand
IndustriALL Global Union
Institute for Development of Alternative Living (IDEAL)
Kesatuan Eksekutif AIROD
Kesatuan Pekerja-Pekerja Mitsui Copper Foil(MCFEU)
Kesatuan Pekerja-pekerja Perodua EngineManufacturing Sdn. Bhd
Kesatuan Pekerja-Pekerja Perusahaan Otomobil Nasional Sdn Bhd (KPP Proton)
MADPET [Malaysians Against Death Penalty and Torture]
Malaysian Trade Union Congress(MTUC)
Movimentu Kamponezes Timor Leste-Mokatil
National Union of Bank Employees (NUBE)
National Union Employees in Companies Manufacturing Rubber Products (NUECMRP)
National Union of Flight Attendants Malaysia (NUFAM)
National Union of Transport Equipment & Allied Industries Workers (NUTEAIW)
North South Initiative (NSI)
Paper Products Manufacturing Employees’ Union of Malaysia (PPMEU)
Parti Rakyat Malaysia(PRM)
Pertubuhan Angkatan Bahaman, Temerloh, Pahang, Malaysia
Persatuan Komuniti Prihation Selangor & KL
Persatuan Sahabat Wanita Selangor(PSWS)
PINAY (The Filipino Women's Organization in Quebec), Canada
Progressive Voice, Myanmar
PROHAM -Persatuan Promosi Hak Asasi Manusia
Sawit Watch, Indonesia
Solidarity of Cavite Workers (SCW), Philippines
SUARAM (Suara Rakyat Malaysia)
Tenaga Nasional Junior Officers Union (TNBJOU)
WH4C(Workers Hub For Change)
Workers Assistance Center, Inc., Philippines
Yayasan LINTAS NUSA, Batam-Indonesia

Global Women's Strike UK
Legal Action for Women UK
Women of Colour GWS
MTUC Selangor & Wilayah Persekutuan
Pusat Komas
SHARPS, South Korea
GoodElectronics International Network
Students & Scholars Against Corporate Misbehaviour (SACOM), Hong Kong
Parti Sosialis Malaysia (PSM)
Jaringan Rakyat Tertindas (JERIT)
Community Development Centre (CDC)

Thursday, July 21, 2016

MANSUHKAN AKTA TAHAN TANPA BICARA, AKTA PENCEGAHAN JENAYAH 1959 (POCA) - Kes Sanjeevan Harus Dibawah Disiasat Di Bawah Perundangan Jenayah Biasa -


-          Kes Sanjeevan Harus Dibawah Disiasat Di Bawah Perundangan Jenayah Biasa - 

Parti Rakyat Malaysia (PRM) menuntut agar semua perundangan yang membenarkan penahananan tanpa bicara seperti  Akta Pencegahan Jenayah 1959 (POCA) dimansuhkan.

Penggunaan POCA dalam kes tahan Pengerusi NGO anti-jenayah (MyWatch), Datuk Seri Sanjeevan Ramakrishnan ini sangat dikesali.

POCA membenarkan seseorang disyaki direman secara mandatori selama 21 hari – di mana Majistret tidak lagi ada kuasa menilai alasan dan menentukan secara wajar berapa hari reman yang wajar diberikan. Selepas ini, jika permohonan reman Sanjeevan diminta dilanjutkan di bawah POCA, terpaksa Majistret memberikan reman untuk tempuh 38 hari.

Bila POCA digunakan, orang yang disyaki tidak perlu lagi dibawa ke Mahkamah untuk dituduh dan dibicarakan, Beliau boleh seterusnya dikenakan perintah tahanan, perintah pengawasan polis (atau perintah halangan/restriction) yang boleh berlarutan untuk jangka masa tidak tertentu bergantung kepada budibicara pihak Lembaga Pencegahan Jenayah.

Bagi perintah penahanan, Lembaga tersebut ada kuasa mengarahkan seseorang itu ditahan tanpa bicara bagi tempoh tidak melebihi dua tahun, di mana tempoh ini boleh dilanjutkan berkali-kali, tetapi setiap masa lanjutan untuk tempoh tidak melebihi dua tahun.

Pada Hari Malaysia 2011, Dato Sri Mohd. Najib Tun Razak 2011 telah mengumumkan pemansuhan Akta ISA 1960  dan juga penamatan tiga proklamasi darurat, di mana ini telah kemudiannya  dilaksanakan.

Kerajaan BN menyatakan bahawa pemansuhan akta membenarkan tahanan tanpa bicara ini adalah untuk ‘…membolehkan Malaysia mengamalkan sistem demokrasi yang lebih dinamik…’ dan ‘..adalah satu pembaharuan bagi menjamin keselamatan rakyat dan hak bersuara rakyat…’.

Datuk Seri Jamil Khir Baharom (yang pada masa itu adalah   Menteri di Jabatan Perdana Menteri) juga  menyatakan bahawa ‘…rakyat kini mendapat hak sepenuhnya untuk di bicara..’  [Portal Pusat Maklumat Rakyat (Portal PMR) 1KLIK. -]

Jelas pernyataan atau jaminan kerajaan Barisan Nasional(BN) ini adalah palsu, dan PRM berpendirian bahawa  hak suara rakyat Malaysia kini adalah lebih dihalang dengan penggunaan, antara lain, Akta Hasutan 1948, Akta Komunikasi dan Multimedia 1998 dan Akta Perhimpunan Aman 2011. Hak rakyat bersuara termasuk juga melalui media sosial semakin lama semakin dinafikan oleh kerajaan Barisan Nasional.

Jaminan kerajaan Barisan Nasional yang diberikan bahawa ‘rakyat kini mendapat hak sepenuhnya untuk di bicara..’ juga nyata dinafikan dengan, antara lain, pemindaan kepada Akta Pencegahan Jenayah 1959 (POCA) dan penggubalan Akta Pencegahan Keganasan 2015 (POTA), yang kini memberikan kerajaan kuasa menahan seseorang tanpa bicara, dan juga kuasa mengenakan perintah halangan tanpa bicara untuk jangkamasa tidak terhad, di mana mangsa perintah tanpa bicara sedemikian juga dinafikan hak pergi ke Mahkamah mencabar alasan yang digunakan untuk pengeluaran perintah tanpa bicara sedemikian.

Kes Sanjeevan adalah kes yang mendapatkan liputan media massa, dan PRM kini mahu kerajaan Malaysia segera mendedahkan berapa ramai lagi warga Malaysia yang kini ditahan tanpa diberikan hak dibicarakan di Mahkamah terbuka di bawah POCA dan undang-undang lain yang membenarkan tahanan tanpa bicara.

Harus diingati bahawa Sanjeevan telah ditangkap kerana disyaki melakukan jenayah biasa, di mana ini adalah alasan mengapa PRM percaya bahawa POCA ini kemungkinan telah secara salah digunakan terhadap ramai orang yang disyaki melakukan jenayah, termasuk yang berkemungkinan besar  tidak bersalah. Jika seseorang bersalah melakukan jenayah, pihak polis dan pendakwaan harus membuat pertuduhan di Mahkamah, membuktikan kesalahan tersebut dan biarkan Mahkamah yang memutuskan sama ada seseorang itu bersalah atau tidak.

PRM khuathir bahawa kes Sanjeevan ini mungkin juga titik permulaan Akta POCA ini digunakan terhadap aktivis hak asasi, kesatuan sekerja, NGO, pejuang hak komuniti dan warga biasa.  

PRM dengan ini menuntut agar semua yang kini ditahan tanpa bicara di bawa Akta Pencegahan Jenayah 1959 (POCA) atau Akta sedemikian segera dibebaskan tanpa syarat;

PRM juga menuntut bahawa  Akta Pencegahan Jenayah 1959 (POCA) dan semua Akta yang membenarkan tahanan tanpa bicara dimansuhkan.

Koh Swe Yong
Setiausaha Agung
Parti Rakyat Malaysia (PRM)
Tel: + 6 012-2766551

人民党:废除未审扣留法令,1959年防范罪案法令(POCA, Akta Pencegahan Jenayah 1959)



人民党:废除未审扣留法令,1959年防范罪案法令(POCA, Akta Pencegahan Jenayah 1959





在未审扣留法令如POCA下,被扣留人士无需经过公开法庭审讯,就被该法令下设立的防范罪案局(Lembaga Pencegahan  Jenayah)无限期监禁或限制居留。扣留期两年。两年后,如果防范罪案局经检讨认为需要,可以延长两年,又两年,所以一次又一次延长到无限期扣留。












Sunday, July 17, 2016

PRM bersama 46 kumpulan lain membantah 'Union Busting' di Kilang Elektronik di Filipina milik kumpulan C & F?

Media Statement – 18/7/2016

C & F Group company Must Stop Union Busting and Respect Workers and Trade Union Rights; 63 Union Members and workers laid off after just days Union Registered -

We,  47 undersigned civil society organisations, trade unions,  and groups are appalled by the union busting action/s by C &F Manufacturing Philipines Corporation, which is now terminating  the workers, just after their union, Tinig ng mga Manggagawa sa C&F Manufacturing Phils. Corporation or the Voice of the Workers in C&F Mfg. Phils. Corp., was officially registered. 

On May 26, 2016, the workers registered their union with Department of Labor and Employment (DOLE). The very next day, on May 27, the company abruptly offered a Voluntary Separation Program (VSP). The union obtained its Certificate of Registration on May 30, 2016.

On June 6, 2016, the Union filed with DOLE a Petition for Certification Election (PCE) in order to determine the representation of the workers in the collective bargaining.  Thereafter, on the very same day, the company management informed DOLE-Cavite Provincial Office that they are subjecting to "retrenchment" or lay-off some 98 regular workers of the company, wherein more than 63 of these workers are union officers and/or union members.

In the evening of June 6, the night-shift workers learned about their mass lay-off through the posted "announcement" of the management in the bulletin board. On the next day, June 7, 2016 the day-shift workers were blocked at the guard house and were no longer allowed to enter the premises of the company.

On June 9, 2016, 3 days later, the company hired 55 new workers, who were agency-supplied contractual workers from Terumi, AED, and E Pipol. Before this, the company used 50 agency-supplied contractual workers already working in the company and supplied by Terumi.

Justly, if the company no longer needed so many workers, they should have kept their 98 regular workers, who had been working for 3 to 12 years, and simply reduced the number of agency-supplied contractual workers. But, this company got rid of its 98 regular employees and are replacing them with new agency-supplied contractual workers.

Based on the facts provided by the Union, this is a clear union busting, and also an attempt to remove regular employees and replace them with workers on precarious work arrangements.

C & F Manufacturing Phils. Corporation is a supplier to IT/electronics companies such as APC Schneider Electric, IBM, and EMC Corporation. Its CEO and President is Mr. John Flaherty of C& F Group, is based at C & F Tooling Ltd., Cashla, Athenry, Co Galway, Ireland. Website: C & F Tooling Ltd. have companies in Ireland, Germany, Czech Republic, UK, USA, and the Philippines.

The C&F Group, in a document signed by John Flaherty in his capacity as Group Managing Director and CEO dated 5/1/2016 states that they ‘…have adopted the Electronic Industry Code of Conduct (EICC) as the operating Code of Conduct within the C&F Group…’.

Further in a letter published in the United Nations Global Compact website, it is stated: - “..C&F Group reaffirms its support of the Ten Principles of The United Nations Global Compact in areas of Human Rights, Labour, Environment and Anti-Corruption. In addition, The C&F Group has adopted The EICC-SER code as the Groups Code of Practise.’ (

There have also been other complaints from the workers, which include ‘forced’ work on Sunday and public holidays and excessively long working hours.

As such, it is verily believed that C&F Manufacturing Phils. Corp. and/or the C&F Group are in breach of the EICC Code, and also the UN Global Compact.

The actions of the company, possibly with the intention of union busting, and avoidance of employer obligations, is a violation of worker and trade union rights.

Therefore, we:

1)     Call on C&F Manufacturing Phils. Corp. and/or the C&F Group to immediately reinstate the said  98 regular worekrs and  union members and/or employees;

2)     Call on C&F Manufacturing Phils. Corp. and/or the C&F Group to recognize and respect the rights  of workers to  organize, form union,  and to collectively bargain; 

3)     Call on C&F Manufacturing Phils. Corp. and/or the C&F Group to abort precarious employment and labour policy and practices, and ensure that all its employees are regular employees;

4)     Call on the Electronic Industry Citizenship Coalition (EICC), a coalition of electronics companies committed to supporting the rights and wellbeing of workers and communities worldwide affected by the global electronics supply chain to ensure that C&F Manufacturing Phils. Corp. and/or the C&F Group comply with the EICC Code, and respect workers and trade union rights;

5)     Call on UN Global Compact, being a corporate sustainability initiative that ensures companies to align strategies and operations with universal principles on human rights and labour, to ensure that C&F Manufacturing Phils. Corp. and/or the C&F Group respect workers and trade union rights; and 

6)     Call on the government of Philippines to speedily act on the violation of workers and trade union rights by C&F Manufacturing Phils. Corp. and/or the C&F Group, and ensure justice be served.

Cecilia Tuico
Charles Hector
Alejandro Gonzalez

For and on behalf of the 47 groups

1. National Union of Flight Attendants Malaysia (NUFAM), Malaysia

2. Labour Studies and Action Centre / Centro de Reflexión y Acción Laboral (CEREAL), Mexico

3. WEED - World Economy, Ecology & Development, Germany

4. North South Initiative

5. All Arakan Students' and Youths' Congress(AASYC), Thai-Burma Border

6. HAK Association of Timor-Leste

7. Maquila Solidarity Network (Canada)

8. Citizen of the Earth, Taiwan

9. International Campaign for Responsible Technology, San Jose, California

10. Association of Human Rights Defenders and Promoters-HRDP, Burma

11. Sawit Watch (Indonesia)

12. National Union of Transport Equipment & Allied Industries Workers (NUTEAIW), Malaysia

13. Alternative ASEAN Network on Burma (ALTSEAN-Burma)

14. MAP Foundation, Thailand

15. Safety and Rights Society, Bangladesh

16. Kalikasan Peoples Network for the Environment, Philippines

17. Metalworkers Alliance in the Philippines (MWAP)

18. Collectif Ethique sur l’étiquette, France

19. Basel Action Network

20. Center for Alliance of Labor and Human Rights (CENTRAL), Cambodia

21. Fair | Campagna Abiti Puliti, Italy

22. Clean Clothes Campaign, The Netherlands

23. Radanar Ayar Rural Development Association, Myanmar

24. Coalición de Ex trabajadoras (es) y trabajadoras (es) de la Industria Electrónica Nacional (CETIEN), Mexico

25. Cooperation Committee of Trade Unions (CCTU) Myanmar

26. GoodElectronics Thailand (GET)

27. Paper Union of Malaysia

28. Committee for Asian Women

29. International Labor Rights Forum, Washington, D.C.

30. WH4C (Workers Hub For Change), Malaysia

31. MADPET(Malaysians Against Death Penalty and Torture)

32. Solidarity of Cavite Workers, Cavite, Philippines

33. Hye Sung Workers Union, Cavite, Philippines

34. Daeduck Employees Union –Independent (DEU-Ind.), Cavite. Philippines

35. Nagkakaisang Manggagawa ng Keyrin Electronics (NMKE), Cavite, Philippines

36. Eagle Ridge Employees Union (EREU), Cavite, Philippines

37. Samahan ng mga Manggagawa sa Eagle Ridge (SMER), Cavite, Philippines

38. Batangas Port Workers and Stevedores Labor Union (BPSLU), Batangas City, Philippines

39. Electronic Industry Employees Union (EIEU) Southern Region, Peninsular Malaysia

40. Electronic Industry Employees Union(EIEU) Northern Region, Peninsular Malaysia

41. PROHAM - Society for the Promotion of Human Rights, Malaysia

42. Parti Rakyat Malaysia

43. GoodElectronics Network, Amsterdam, The Netherlands

44. CWI (Committe For Workers International) Malaysia

45. Association of domestic workers, homeworkers and maquila (ATRAHDOM)., Guatemala

46. Workers Assistance Center, Inc. , Philippines

47. Pagkakaisa ng mga Manggagawa sa Nakashima Philippines Corporation (PAMANA-Ind.), Cavite, Philippines