Thursday, August 10, 2017

PRM membantah perlanjutan tempoh Tan Sri Md Raus Sharif sebagai Ketua Hakim Negara



2017-08-08

Kepada Pengarang yang dihormati,

Parti Rakyat Malaysia (PRM)  dengan kerasnya membantah perlanjutan tempoh Tan Sri Md Raus Sharif sebagai Ketua Hakim Negara selama tiga tahun berkuatkuasa mulai 4 Ogos 2017. Tempoh perkhidmatan Tan Sri Md Raus tamat setelah beliau capai umur persaraan 66 tahun, serta lanjutan 6 bulan yang diberikan pada 3 Ogos 2017.

PRM bertekad bahawa tarikh akhir tempoh perkhidmatan hakim iaitu tarikh persaraan mesti pasti dan  mandatori.

Pasti  dan mandatori bererti hakim setelah dilantik sebagai hakim tidak boleh dibuang kerja sehingga umur persaraan,  yang pada masa ini adalah 66 tahun. Ini bermakna juga  tempoh perkhidmatan hakim tidak boleh dilanjutkan melampaui umur persaraan  oleh mana-mana pihak termasuk Perdana Menteri atau Ketua Hakim Negara.

Pendirian PRM adalah bahawa untuk Malaysia  mencapai status negara dan masyarakat maju serta dihormati komuniti antarabangsa, amalan Malaysia harus sejajar dengan amalan  yang diterima oleh Pertubuhan Bangsa-bangsa Bersatu, contohnya dalam isu kehakiman ialah Prinsip Pertubuhan Bangsa-bangsa Bersatu mengenai perlakuan hakim dan badan kehakiman.  

Dalam United Nations Basic Principles on the Independence of the Judiciary, yang dengan jelas menyatakan perlu tarikh akhir tempoh perkhidmatan yang pasti  , ‘Judges, whether appointed or elected, shall have guaranteed tenure until a mandatory retirement age or the expiry of their term of office, where such exists.’(Hakim, sama ada dilantik atau dipilih, harus mempunyai tarikh perkhidmatan yang terjamin sehingga tarikh persaraan mandatori atau kehabisan tempoh perkhidmatan, di mana ia wujud)

Tindakan PM Najib dan juga tindakan bekas Ketua Hakim Negara, Ariffin Zakaria sehari sebelum Ketua Hakim bersara.  Ada kemungkinan kebebasan hakim dicabul.

 Untuk memastikan kebebasan kehakiman, satu perkara yang perlu adalah ketetapan tempoh perkhidmatan.

Jika tidak, hakim mungkin membuat keputusan yang disukai mereka yang ada kuasa melanjutkan tempoh perkhidmatan hakim. Justeru kebebasan kehakiman di Malaysia diragui.

Rakyat Malaysia berhak mempunyai hakim yang bebas membuat keputusan Mahkamah berasaskan keadilan,  tanpa dipengaruhi oleh mana-mana pihak termasuk Perdana Menteri Najib dan UMNO-BN. 

Tindakan PM Najib dan UMNO-BN ini bukan sahaja menonjol amalan dan teladan yang   tidak sihat,  bahkan akan terus menjejaskan kebajikan rakyat dan ekonomi negara.

Tindakan PM Najib dan UMNO-BN ini,  juga seolah-olah mahu memastikan badan kehakiman Malaysia akan berpihak kepada UMNO-BN khususnya apabila PRU14 akan diadakan bila-bila masa. 

Persepsi umum adalah sistem pentadbiran keadilan di Malaysia bertambah keraguannya susulan perlanjutan tempoh Tan Sri Md Raus ini. 

PRM menuntut agar Tan Sri Md Raus segera letak jawatan selaku Ketua Hakim Negara dan juga hakim Mahkamah Persekutuan,  di mana tindakan ini amat penting untuk Malaysia - untuk mengembalikan kebebasan kehakiman di Malaysia. 

PRM juga menuntut PM Najib dan UMNO-BN jangan melakukan perkara yang akan menjejaskan Malaysia dan menyebabkan penderitaan rakyat berterusan atau bertambah teruk. 

Yang benar, 

(Koh Swe Yong)
Setiausaha Agung PRM
012-2766551

No. 7D Jalan PJS 1/48 Petaling Utama, 46000 Petaling Jaya Selangor

人民党强烈反对延长首席大法官任期 大法官的委任需参照联合国的国际原则

Kenyataan media PRM

2017-08-08


人民党强烈反对延长首席大法官任期
大法官的委任需参照联合国的国际原则
马来西亚人民党总秘书今天发表文告,马来西亚人民党强烈反对延长联邦法院首席大法官劳 斯沙利夫的大法官三年任期,即201784日起生效。
劳勿斯大法官任期于201783日截至,因劳勿斯年届66即法官退休年龄,加上延长任期6个月。
辜瑞荣指出,人民党的立场是,如果马来西亚要实现发达国地位,并获得国际社会尊敬,马来西亚的行为准则需要与联合国的行为准则一致。在司法课题上就是联合国关于法官行为和司法机构的准则。

联合国的司法独立基本准则清楚阐明,法官需要明确的服务任期期限。“法官,不论是受委任或者选出,其任期必须有保障,直到强制性退休年龄或任期届满为止。”

人民党坚决认为,法官服务期限即退休日期必须明确和强制性的。
明确和强制性既是法官一旦受委任为法官就不能被开除,且任职直到退休年龄,现在而言是66岁。与此同时,也意味法官到了任职期限即退休年龄,任何方面,不论是首相或是联邦法院首席大法官,都不能延长其服务任期超越退休年龄。

现在,首相和前联邦法院首席大法官阿里芬查卡利亚在退休前一天延长劳勿斯的首席大法官任期三年。这个做法有可能侵犯司法独立。

为了确保司法独立,必需要做的事项是服务期必须固定。

不然,法官的判决可能会让那些有权力延长法官服务任期者喜见的。因此,人们会质疑马来西亚的司法独立。

马来西亚人民有权利要求法官独立,并根据公正原则,且不受任何方面包括纳吉首相和巫统--国阵左右。
纳吉首相和巫统国阵的行动不但立下不良行为和榜样,甚至将危害人民福利和国家经济。

纳吉首相和巫统国阵的这个行动也似乎在确保马来西亚的司法机构将袒护巫统国阵,尤其是全国第14届大选即将在任何时候举行。

一般人民的想法,随劳勿斯的大法官任期被延长,越来越怀疑马来西亚的公正行政系统

人民党强烈要求劳勿斯马上辞去联邦法院首席大法官职位及联邦法院法官职。这个行动对马来西亚非常重要,可以恢复马来西亚的司法独立。

人民党也强烈要求纳吉首相和巫统国阵不要作出危害马来西亚,并导致人民持续痛苦,情况演变的更加恶劣。

马来西亚人民党总秘书

辜瑞荣
012-2766551

No. 7D Jalan PJS 1/48 Petaling Utama, 46000 Petaling Jaya Selangor

Saturday, May 20, 2017

PRM kecam serangan ganas pada David Teo Tindakan sewajar harus diambil pihak berkuasa



19-05-2017

PRM kecam serangan ganas pada David Teo Tindakan sewajar harus diambil pihak berkuasa

Parti Rakyat Malaysia (PRM) mengecam dengan keras perbuatan ganas yang berlaku di sesi dialog antara Perdana Menteri Datuk Seri Najib Tun Razak dengan artis.

Peristiwa tamparan tersebut amat serius dan mengejutkan, bukan sahaja memalukan, bahkan apabila disebar insiden ini ke merata dunia, menjatuhkan dan merosakkan imej baik negara. Jika tidak apa-apa tindakan sewajar diambil terhadap pengamal keganasan, masyarakat dunia akan tertanya-tanya bahawa Malaysia negara berperintah undangan-undangan?

Perdana Menteri  mengadakan sesi dialog dengan artis untuk menerangkan program Transformasi Negara 2050 (TN50), maksudnya hendak menerangkan dan mendengar padangan. Seorang individu bernama Mat Over jika tidak berpuas hati tentang kritikan David Teo, tidak harus bertindak secara ganas, dengan tiba-tiba tampil ke depan David lalu menamparnya.  Walaupun kedua-dua mereka berpelukan selepas insiden itu, dan berbaik-baik, tetapi kerosakan sudah terpapar, nasi sudah menjadi bubur.

PRM hendak pihak berkuasa pastikan insiden ganas seperti ini tidak akan berulang lagi, dan sepatutnya harus mengambil tindakan sewajarnya  dengan segera dan tegas menghalang  perbuatan ganas daripada berlaku  dan  pengamal keganasan terus diambil tindakan .

Jika tidak, gejala tidak sihat ini, dalam jangka masa panjang  akan mengjangkiti, masyarakat kita  dipenuhi fenomena keganasan, merosakkan suasana harmoni  dan muhibbah, bukan trend perkembangan dan perubahan yang baik dan sihat buat negara dan rakyat.

Setiausaha Agung

Koh Swe Yong
012-2766551

No. 7D Jalan PJS 1/48 Petaling Utama, 46000 Petaling Jaya Selangor

Tuesday, May 9, 2017

Utusan 1 Mei Hari Buruh Antarabangsa Parti Rakyat Malaysia (PRM)

Utusan 1 Mei Hari Buruh Antarabangsa Parti Rakyat  Malaysia (PRM)


1 Mei Hari Buruh Antarabangsa. Hari meraikan hak dan perjuangan pekerja  untuk kehidupan dan kebajikan kaum pekerja yang baik dan sempurna.

Perkembangan muktahir  ini menyaksikan ekonomi negara meleset, bilangan  pekerja diberhentikan atau kehilangan pekerjaan dalam trend meningkat,  ekoran daripada  penutupan atau pemindahan operasi bisnes tempatan dan asing ke tempat lain.  Keselamatan kerja tidak terjamin.

Walaupun kerajaan telah umumkan  pelaksanaan Sistem Insurans Pekerjaan (EIS)untuk pekerja  sektor swasta  untuk membantu pekerja yang diberhentikan kerja dan menolong mereka  mencari pekerjaan baru, tetapi sumber tabung ini  datang dari sumbangan potongan gaji pekerja dan majikan. Ini bermakna gaji yang boleh diguna berkurangan dan menambah kos operasi majikan.

Parti Rakyat Malaysia (PRM) berpendapat bahawa langkah ini baik , tetapi sumber tabung EIS ini harus disumbangkan oleh kerajaan. Maklumlah kerajaan dapat mengutip cukai GST sebanyak RM 50 bilion setahun. Cukai  ini sepatutnya disalurkan kepada menolong pekerja yang ditimpa  pengangguran.  Jika kerajaan memperuntukkan 1% daripada RM 50bilion, tabung ini sudah ada RM500 juta setahun.

Jika kerajaan berasa berat untuk  menanggung dan memikul keseluruhan tanggungjawap ini, kerajaan harus sekurang-kurangnya menyumbangkan sebahagian daripada tabung ini, bukan pekerja dan majikan sahaja dipertanggungjawap mengisi tabung EIS.

Tahun ini, ekonomi negara dan masyarakat     meleset  dan  gawat. Rata-rata negara dalam keadaan ketidak-tentuan, sama ada pekerja atau bisnes merasakan tekanan dan keperitan  kehidupan akibat kenaikan harga barang dan rumah, keturunan nilai ringgit berbanding mata wang asing, kelembapan perniagaan dan pembuatan, risiko pengangguran pekerja menyelubungi,  lulusan institusi pengajian tinggi  susah hendak mendapatkan pekerjaan, masalah jenayah dan ketagihan dadah naik  ke tahap yang amat membimbangkan, dan bilangan buruh kasar  asing luar biasa dan mencemaskan.

Selain pengaliran mata wang negara ke luar negara, melalui kiriman wang pekerja asing ini ke tempat asalnya, penyakit yang dibawa pekerja asing tanpa izin dan masalah jenayah yang meningkat akibat tiada kerja untuk upah pekerja asing ini,  membawa masalah sosial.
Pendapatan  pekerja tempatan  susah juga  dinaikkan, dan banyak jawatan kosong seperti pekerja sekuriti (security guard) diisi oleh pekerja asing yang murah lagi muda. Pekilang tempatan tidak akan mengguna teknologi lebih canggih yang  upah  tenaga manusia mahir .  Kita  kehilangan daya persaingan.

Dalam suasana yang muram ini, kesatuan sekerja boleh memainkan peranan positif dalam membanteras kemelesetan ekonomi negara. Malangnya, undang-undang yang sedia ada tidak kondusif  memupuk  kegiatan kesatuan sekerja yang efektif,  hubungan pekerja dan majikan yang harmoni.  Aktivis kesatuan sentiasa menghadapi risoko dijadi target penzaliman pihak majikan, dan   mudah kehilangan pekerjaan seperti kes pimpinan Kesatuan Pekerja Infeneon Melaka yang menghadapi.

Undang-undang yang adil harus digubal atau dipinda supaya pekerja mudah menubuhkan Kesatuan. Pihak penguatkuasa harus bertindak dan menangani  pertikaian segera jika menerima aduan daripada Kesatuan tentang pertikaian majikan dan Kesatuan.
Masa depan kaum pekerja penuh dengan pelbagai cabaran  . Seperti masa dahulu, segala masalah dapat diselesaikan jika  kaum pekerja bergerak rapat mempertahankan hak dan kebajikan.

Koh Swe Yong
Setiausaha Agung
012-2766551


No. 7D Jalan PJS 1/48 Petaling Utama, 46000 Petaling Jaya Selangor

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

INFINEON MUST STOP UNION BUSTING AND DISCRIMINATION AGAINST UNION LEADERS
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.

ANTI-UNION ACTION & DISCRIMINATORY ACTION AGAINST UNION PRESIDENT

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.

OBLIGATION TO UPHOLD WORKER AND UNION RIGHTS, AND FREEDOM OF ASSOCIATION

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

ALIRAN
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
CIVIDEP, India
Students & Scholars Against Corporate Misbehaviour (SACOM), Hong Kong
Parti Sosialis Malaysia (PSM)
Jaringan Rakyat Tertindas (JERIT)
Community Development Centre (CDC)