Joint Statement (71 Groups): JVC Unjustly Discriminates Against Burmese Migrant Women Workers Who Claim Worker Rights

Media Statement – 21/10/2010

JVC Unjustly Discriminates Against Burmese Migrant

Women Workers Who Claim Worker Rights

We, the undersigned 71 civil society organizations and groups, would like to express our serious concern that JVC has indicated that they will not re-new the employment contracts of Pa Pa Aye and 15 other Burmese women migrant workers, who lodged a claim at the Labour Department claiming worker rights that the JVC company had violated, amongst them the wrongful deduction of their wages to recover levy that employers have to pay when they employ foreign workers. The other 7 workers, who complained, whose contract was renewed in August, will also be terminated and repatriated. The information contained in this statement has been provided by the affected workers.

JVC has its factory at Lot. No.1, Persiaran Jubli Perak, Jalan 22/1, Section 22, Shah Alam, 40702 Shah Alam, Selangor, Malaysia, and they manufactures cameras, video cameras and audio equipment components, amongst others.

On 21/7/2010, Pa Pa Aye and 22 other women migrant workers lodged a complaint at the Subang Jaya Labour Office in Malaysia. Amongst their demands were for the return of monies wrongly deducted from their wages for levy the employer had to pay to the Malaysian government for employing migrant workers, other unlawful deductions like transfer fees, saving funds, etc amounting to about RM3,500-00, and for the return of the Passports which are still wrongly being held by  the employer . They were also claiming for the balance of the wages that they were entitled. According to the workers, the employer was to pay them much more about RM50 per day but they were only paid the sum of RM23.

On 6/8/2010, after night shift when the women workers were being transported back to their homes, their bus took a different route, and suddenly stopped where the agent was waiting. The agent then called one of the Burmese women migrant workers who had complaint to the Labour Department and asked her to leave the bus and follow him. The workers suspected that the agent was trying to get the worker sent back to Burma, and they stood together and prevented the agent from taking the worker. The workers then lodged a police report about this incident. There have also been other cases of harassment, whereby in one incident 3 men entered the women’s hostel and threatened them.

The workers, through their representatives, which included an officer from the Malaysian Trade Union Congress (MTUC) also complained about this incident to JVC, and JVC gave the assurance that this will not happen again and they guaranteed that all workers could continue to work in JVC.

On 12/8/2010, the agent tried to force the workers to sign a new contract, but all workers refused to sign it. The pressure on the workers to sign the new contract took place at the factory compound. Later on the same day the JVC’s Human Resource Manager, one Mr. Mazlan, and the HR Assistant Manager, one Ms. Ida, also tried to pressure the workers to sign the new contracts. The new contract was written in English only (just like their old contract). The workers to date do not have a copy of their old contract, as they were never given a copy. The new contract allegedly stated that their daily salary will be reduced to RM21, which is RM2 less than what the workers have been getting until now.

On 25/8/2010, the Burmese workers informed us that JVC had summarily dismissed 30 Sri Lanka women migrant workers in retaliation for their demand that JVC pay them their promised monthly salary of RM750. After the dismissal JVC and the agent, Fast Link Trans, began forceful repatriation of the workers. On 28/8/2010, 8 Sri Lankan workers were allegedly sent home. These workers apparently never received the amount owing them and/or any compensation for premature termination of their contract.

On 8/9/2010, JVC’s Human Resources Officer, in the presence of the Labour Officer and the agent’s representative from a company known as Fast Link Trans, tried to return to the Burmese workers the amount they said was the levy that had been wrongfully deducted from the wages and asked the workers to sign a document which was in English. The workers refused as the amount offered was far less than the sum deducted, and  they did not want to sign any document which was in a language they did not know.

The company also refused to give a copy of the document to enable them to get an independent person who spoke Burmese to translate its contents to them.

On 28/9/2010, the agent informed the workers that when their current annual contract expires, their contracts will not be renewed and they will all be sent back to Burma. The contracts of 15 of these workers’ contract will expire in October, and the rest by the end of the year. Pa Pa Aye’s own contract expires in early November. The contracts of 7 others which expired in August have already been renewed. Later, on about 7/10/2010, the agent informed the workers that all 23 of them will be terminated and sent back to Burma. The process of forced repatriation of the Burmese workers has already begun with one worker being sent back to Burma on 9/10/2010.

It must be stated that according to the workers, when they came to Malaysia to work with JVC the agreement was that they will be employed for a period of at least 3 years, but when they arrived and started working, they were made to sign 1-year contracts with the verbal assurance that it will be renewed every year for at least a total of 3 years. The threat of early termination and deportation is also wrong and discriminatory as JVC has continued to renew contracts of others who had started work around the same time as these Burmese migrant workers.

Any early termination, and/or non renewal of the 1-year employment contracts by JVC can reasonably be seen as a retaliation of the company against workers who have elected to claim their rights as workers. Their case at the Labour Department is pending, and a termination and repatriation back to Burma will mean that the workers will not be able to continue to pursue their claim in the Labour Department/Court as the presence of the worker in the hearing of their claims against the employer is compulsory, and their absence will mean that their case will just be struck off,

We, the undersigned groups, call upon JVC to respect worker rights and their right to access to justice and not cause these 23 Burmese workers to be terminated and deported.

We  urge that JVC to respect the law and the legal process initiated by the lodging of the complaint by the workers at the Labour Department, and to respect and abide with the outcome of the hearing at the Labour Court. Workers should not be terminated and/or discriminated against by reason of the fact that they choose to demand for their rights or better rights as workers. For those who have already been repatriated back to their country of origin, including those workers from Sri Lanka, JVC must compensate them for their expenses in coming to Malaysia to work, and for the early termination of their employment.

We call on JVC to act justly and not to terminate these workers, and to renew their contract so that they can pursue their claims until completion. JVC should also adhere to their earlier promise that these workers will be employed for a period of at least 3 years, for migrant workers do expend a lot of money (850-1,000 USD) when they do come to Malaysia to work and any early termination and breach of rights will only leave these workers in a worse situation as they may not be even to settle the debts they incurred in coming here to Malaysia to work.

We call on Human Rights Commission of Malaysia (SUHAKAM) to inquire into this complaint concerning the violation of worker rights by JVC.

We also call on the Malaysian government and the Human Resource Minister to ensure that no workers are terminated and/or discriminated against by reason of the fact that they have stood up to claim their rights as workers.

The Malaysian government should also ensure that no migrant worker is terminated and/or repatriated back to their country of origins until the employer has fully settled all outstanding worker claims and/or payments. If migrant workers are terminated, the Malaysian government must ensure that these workers are allowed to stay and work legally in Malaysia until all outstanding claims and legal processes are settled. If special passes and visas are required to ensure workers ability to stay and work legally, it must be given gratis without requiring the workers to pay anything. Worker cases must be expedited, and independent translators should be available at all Labour Departments and courts.

Labour rights must take precedent over immigration law. Do not deport until worker claims are determined and settled by Labour Department and/or courts.

Charles Hector

Pranom Somwong

For and on behalf of the following 71 organizations

ALIRAN,  

Asia  Pacific Forum on Women ,Law and Development ( APWLD)

Asia Pacific Mission for Migrants (APMM)

Asian Migrants Center (AMC)

Assistance Association for Political Prisoners (Burma)

BAYAN USA

BUGKOS

Building and Wood Workers International Asia Pacific Regional Office

Burma Campaign, Malaysia

Burmese Women's Union (BWU)

Coalition To Abolish Modern-Day Slavery In Asia

Committee for Asian Women (CAW)

Community Development Services (CDS), Sri Lanka

Coordination of Action Research on AIDS & Mobility (CARAM-ASIA)

Democratic Party for a New Society (DPNS), Burma

FICAP – Aichi

Filipino Migrants Center – FMC

Forum for Democracy in Burma

GABRIELA – Japan

Gabriela-Taiwan

Grassroots Human Rights Education & Development (GHRE-FED), Thailand

Human Rights Education Institute of Burma

IHI Action Group (Iwi Have Influence), New Zealand

IMA Research Foundation, Bangladesh

Kachin Women's Association, Thailand

KAFIN – Nagoya

KL & Selangor Chinese Assembly Hall Youth Section

League of Filipino Seniors (LFS)

Legal Support for Children and Women (LSCW), Cambodia

MADPET - Malaysians against Death Penalty and Torture

Malaysia Youth and Students Democratic Movement (DEMA)

MAP Foundation, Thailand

May 1st Coalition, Co-Coordinator, USA

Mekong Migration Network ( MMN)

Migrante Aotearoa New Zealand

Migrant Forum in Asia (MFA) 

Migrante-Denmark chapter

Migranteng Ilonggo sa Taiwan

Migrante International

Migrante international - Hsinchuang chapter

Migrante International - Taiwan chapter

Migrante-Middle East and Migrante-Saudi Arabia chapter

MIGRANTE – Nagoya

Migrants  Trade Union (MTU), Korea

Migrant Workers Network – New Zealand

National League for Democracy [NLD (LA)], Malaysia

Nepal Institute of Development Studies( NIDS) ,NEPAL

Network for Empowerment of Women in Vietnam

Network of Action for Migrants in Malaysia (NAMM)

Parti Rakyat Malaysia (PRM)

Penggerak Belia Zon 23 MPSJ, Malaysia

Persatuan Masyarakat Selangor & Wilayah Persekutuan, Malaysia

Persatuan Penduduk Taman Muhibbah, Malaysia

Persatuan Prihatin Komuniti KL & Selangor

Philippine Society in Japan – Nagoya

PINAY (Montreal)

Pusat Komas, Malaysia

Persatuan Sahabat Wanita Selangor, Malaysia

Shan Refugee Organization (Malaysia)

Shan Women Action Network (SWAN), Thailand

Suara Rakyat Malaysia (SUARAM)

Tenaganita, Malaysia

The Federation of Trade Unions Burma (FTUB)

The Filipino Women's Organization in Quebec

The National Human Rights Society (Persatuan Kebangsaan Hak Asasi  Manusia, HAKAM), Malaysia

The Shwe Gas Movement

Unite Union New Zealand

Women Empowerment Association

Workers Hub for Change (WH4C)

Yaung  Chi Oo Workers Association  ( YCOWA)

Yayasan Annisa Swasti (YASANTI), Indonesia

无理开除争取员工权利外 劳 65组织联署谴责Maxter公司 (MAXTER GLOVE SHOULD REINSTATE BURMESE MIGRANT WORKER...was reported in Merdeka Review (Chinese)

 

无理开除争取 员工权利外 劳 65组织联署谴责Maxter公司

Merdeka Review published our statement in Chinese. For original statement in English, see earlier post:-STOP PENALIZING WORKERS WHO WANT TO GET JUSTICE - MAXTER GLOVE SHOULD REINSTATE BURMESE MIGRANT WORKER WHO COMPLAINED TO LABOUR DEPARTMENT

It is hoped that we get more coverage in the media as this is a fundamental issue that concerns all workers in Malaysia. What use is rights enshrined in law, when the worker gets terminated/discriminated against the moment he takes steps to claim his rights using the proper channels as provided by law. There must be law protecting workers from termination, etc...when they exercise their labour rights.

When a worker makes unlawful deduction of wages, fail to pay overtime, etc and the worker complains - at the end of the day, if the worker is successful, what he gets is what his employer should have given the worker but did not. This is bad, as 'smart' employers will continue to cheat workers knowing always that even if the worker complains, what the employer has to fork out at the end of the day is only what he should have but did not pay. There should be a further large fine imposed on the employer by the State, and maybe also an additional award of damages of a significant sum that the employer should pay the worker. That would deter employers from cheating workers.

无理开除争取员 工权利外 劳
65组织联署谴责Maxter公司

作者／本刊记者 Jun 11, 2010 04:41:32 pm
【本刊记者撰述】65个关注外 劳和工人权利的海内外组织团体，联署谴责Maxter手套制造私人有限公司无理开除争取员工权利的缅甸籍外劳，并呼吁政府修改宪法，保障员工利益。


这65个联署组 织包括国民醒觉运动（Aliran）、马来西亚职工总会（MTUC）、马来西亚人民之声（SUARAM）、马来西亚人民党（PRM）、雪兰莪自强协会 （EMPOWER）、雪兰莪及联邦直辖区社会协会（PERMAS）等。

他们在联署声明中所指，本地上市公司速伯玛（Supermax）旗下 位于雪兰莪州巴生的独资子公司Maxter手套制造私人有限公司（Maxter Glove Manufacturing Sdn Bhd），开除一名为了争取工人权利而勇于向劳工部投诉的缅甸籍外劳杜茂（Thu Maung）。

65个联署团体指出，在马来西亚，前往劳 工部投诉雇主不当对待和争取员工权利，是合理与合法程序，雇主不应该个别对待或甚至开除行使法律权利的员工，更不能够在员工权利受侵犯时，阻止抑或威胁员 工寻求法律途径解决问题。

Maxter手套制造私人有限公司是一家手套制造商，出口有粉乳胶检验手套、 无粉氯化乳胶手套、丁腈半浸手套（Nitrile gloves）和无菌手术手套。母公司速伯玛为主板上市公司，每年生产160亿片胶手套，去年税后盈利达1亿2600万元。

三 度投诉雇主剥削员工
在2010年3月23日，杜茂和另一名共事的缅甸籍外劳，到梳邦再也劳工局作投诉，指证雇主：
（一） 从员工薪水中无理扣除雇主聘请外劳原需支付的征款。
（二）从员工薪水中不正当扣除高达1000元的医疗体费用。
（三）不合法保留两个月薪 水。
（四）无法提供外劳膳宿。
（五）不让员工周休一天。
（六）要求员工超时工作（有时候一天内超过13小时），甚至包含公共假期 和休息日，同时没有依据法定费率支付超时和假日工作的薪水。

当天，他们两人亦曾向马来西亚人权委员会（SUHAKAM）投诉。过后在4月 12日，杜茂前往万挠劳工局作了详细投诉，而该劳工局因雇主地址位于巴生区，而把此事转交到巴生港口的劳工局处理。

据杜茂的说法，向梳邦再 也劳工局作出投诉大约一个月后，公司的代表们开始威胁个别员工，要他们说出谁到劳工局投诉，以及他们是否随行者。
联署组织谴责雇主威胁员工 的手法令人气愤，足以对员工造成恐慌和阻止他们索求自身员工权利。

在4月28日，杜茂的公司主管突然要杜茂交还员工证件，并叫他不需要再来 上班。
联署声明指出：“杜茂遭不正当开除，同时他相信这是起源于本身曾经前往劳工局投诉，更被当作是索求自身权利员工的首领。”

他 们表示，当员工是一名外劳，开除就意味取消工作签证，并要遣返回国，而这也意味他们无法到劳工局、劳工法庭、工业关系部门、工业法庭或民事法庭追讨他们的 权利，因为投诉者已经不在。

要求复职并赔偿
据悉，马来西亚采用于超过200万名外劳的现 有法律未经修改，无法保障索取本身权利的员工，是否受到不合理开除和遣返。

在《1967年工业关系法令》（Industrial Relations Act 1967）的第五条款言明，若员工有意组成、加入或鼓励其他员工加入职工会，雇主不能够偏袒、威胁、开除或不合理对待员工。
可 是，没有类似清楚说明的法律条款，保障透过劳工部或其他相关机构索求本身权利的员工。


“针对杜茂的事 件，我们要求他在没有任何利益损失的前提下马上获得复职。我们呼吁速伯玛执行主席兼集团董事经理郑金森，确保旗下子公司Maxter手套制造私人有限公 司，对待杜茂及其他与员工的错误行为能够告一段落。”

联署组织也要求，该公司支付员工之前不当扣除、无理保留及超时的薪水。同时，他们还呼 吁马来西亚政府进行所需的法律修改，避免雇主剥削员工，并保障员工可以索偿其权利。

“我们亦呼吁马来西亚政府，确保所有外劳可以继续合法留 在国内工作，直到他们在劳工部、劳工法庭、工业关系部门、工业法庭或民事法庭的案件和上诉获得处理。”

STOP PENALIZING WORKERS WHO WANT TO GET JUSTICE - MAXTER GLOVE SHOULD REINSTATE BURMESE MIGRANT WORKER WHO COMPLAINED TO LABOUR DEPARTMENT

Media Statement – 11/6/2010

STOP PENALIZING WORKERS WHO WANT TO GET JUSTICE
- MAXTER GLOVE SHOULD REINSTATE BURMESE MIGRANT
WORKER WHO COMPLAINED TO LABOUR DEPARTMENT

We, the undersigned 66 organizations, groups and networks, concerned about migrant and worker rights, are appalled at the treatment of workers at Maxter Glove Manufacturing Sdn Bhd (229862-H), at its factory at Lot 6070, Jalan Haji Abdul Manan, 6th Miles off Jalan Meru, Klang, Selangor, Malaysia.

We are appalled at the dismissal of Thu Maung, a Burmese migrant worker, who courageously lodged a complaint at the Labour Department to claim his rights as a worker. Claiming worker rights by lodging complaints against errant employers at the Labour Department is the proper and legally recognized procedure in Malaysia. It is very wrong for employers to discriminate against and/or terminate workers who are exercising their legal rights. It is also wrong for employers to discourage and/or threaten workers from seeking justice, when worker rights are being violated.

Maxter Glove Manufacturing Sdn Bhd is a subsidiary of Supermax Corporation Berhad. Maxter Glove Manufacturing Sdn Bhd is a gloves manufacturer that makes Latex Powdered Examination gloves, Clorinated & Polymer Coated Latex Powder Free gloves, Nitrile Gloves and Sterile surgical gloves which is also exported overseas. Supermax Corporation Berhad is an established company, that according to their 2009 Annual Report made an after-tax profit of about RM126 million.

On 23rd March 2010, Thu Maung and another Burmese migrant worker from Maxter Glove Manufacturing Sdn Bhd lodged a complaint at the Subang Jaya Labour Department. Their complaints, amongst others, was that the employer:-
a. had wrongfully deducted levy, that employers have to pay when they employ migrant workers, from the worker’s wages,
b. had unlawfully deducted the medical check-up fees of RM1000 from the worker’s wages,
c. had wrongfully withheld 2 months wages,
d. had failed to provide the migrant worker with accommodation,
e. had not been giving the workers one rest day per week,
f. had made the workers work overtime(sometimes up to 13 hours per day), and also on public holidays and rest days, and had thereafter failed to pay overtime wages and wages for working on rest days and/or public holidays at the statutorily stipulated rates.

On 23rd March, Thu Maung and another had also lodged a complaint at the Malaysian Human Rights Commission (SUHAKAM).

On 12 April 2010, Thu Maung went again to the Labour Department in Rawang and gave a detailed complaint, whereby the Rawang Labour Department did record the complaint and forward the same to the Labour Department office in Port Klang, because they said that the Port Klang Labour Office, has the requisite jurisdiction since the employer, Maxter Glove Manufacturing Sdn Bhd, is in Klang.

According to Thu Maung, after about 1 month since the lodging of the complaint at the Subang Jaya Labour office, company’s representatives started intimidating workers individually by asking them who had complained to the Labour Department, and whether they were also going to complain to the Labour Department. This form of intimidation of workers is deplorable. This kind of actions by employers has the tendency of instilling fear and preventing workers from claiming their legally recognized labour rights.

On 28 April 2010, Thu Maung’s supervisor at the company, for no reason, suddenly asked him to return the worker’s pass and not to come back to work. Thu Maung was wrongfully terminated, and he verily believes that this was done just because he had complained to the Labour Department, and was perceived as the leader of the workers who wanted to claim their rights.

It is even worse when the worker is a migrant worker, for a termination will usually mean a cancellation of the work visa, and deportation back to their home country. This also would mean that they would not be able to even pursue their claims at the Labour Department, Labour Courts, Industrial Relations Department, Industrial Courts and/or Civil Courts as the physical presence of the complainant and/or litigant is necessary for the continuation of process of claiming rights.

The practice of terminating, cancellation of work visa and immediate deportation is a blatant disregard of the laws in Malaysia that exist to protect worker rights.

Work passes in Malaysia allow workers to work only for a specific employer – and hence a termination would leave the worker with no ability to work and earn a living legally in Malaysia, while he awaits the determination of the process that may give the worker justice. Cancellation of the work pass also makes his stay in Malaysia illegal, and he risk being arrested, detained and deported.

It is sad that the current laws and practices of Malaysia, which used to employ more than 2 million migrant workers have not been amended yet to ensure that workers who claim their rights are not wrongfully terminated and sent back.

Whilst there is a clear provision in the Industrial Relations Act 1967, that is section 5, which explicitly prohibits employers (or persons acting on behalf of employers) from discriminating, threatening, dismissing or acting negatively against workers who are interested in forming, joining, and/or encouraging other workers to join trade unions, there is no similar clear provision in law protecting workers who want to claim their worker rights through the Labour Departments and other available avenues. As an example, section 5(1)(c) and (d) of the Industrial Relations Act 1967is as follows:-

(1) No employer or trade union of employers, and no person action on behalf of an employer or such trade union shall -

…. (c) discriminate against any person in regard to employment, promotion, any condition of employment or working conditions on the ground that he is or is not a member or officer of a trade union;


(d) dismiss or threaten to dismiss a workman, injure or threaten to injure him in his employment or alter or threaten to alter his position to his prejudice by reason that the workman -
         (i) is or proposes to become, or seeks to persuade any other person to become, a member or officer of a trade union; or
        (ii) participates in the promotion, formation or activities of a trade union; or…

There should be a similar clear provision in law that will prevent employers from harassing, threatening, discriminating and/or dismissing workers that claim their worker rights using existing avenues of complaints and remedies. The act of employers impeding, dismissing (or threathening to dismiss) workers who claim their worker rights should also be made an offence with a hefty fine. Workers should also receive a significant sum in exemplary damages, over and above their claim. Deterrence is needed to stop this unhealthy practice of employers violating worker rights, and preventing them access to justice.

In the case of Thu Maung, we call for the immediate reinstatement of Thu Maung without any loss of benefits.

We call on Dato' Seri Stanley Thai, Executive Chairman cum Group Managing Director of Supermax Corporation Berhad, to ensure that the wrong done by their subsidiary, Maxter Glove Manufacturing Sdn Bhd, to Thu Maung and other workers in the said company is ended, and that all workers are paid forthwith what has been wrongly deducted from their wages, monies that have wrongly been withheld returned, outstanding overtime payments, and that all legitimate claims are settled.

We call on the government of Malaysia to do the needful, including enacting laws that will deter employers in Malaysia from exploiting workers, and also protect workers that claim their worker rights from the negative acts of repercussion and/or ‘revenge’ by some bad employers.

We also call on the government of Malaysia to ensure that all migrant workers can continue to stay and work legally in Malaysia until their cases in the Labour Department, Labour Courts, Industrial Relations Department, Industrial Courts and/or Civil Courts, and appeals thereafter are completed.

Charles Hector
Pranom Somwong
For and on behalf of the following 66 organizations

ALIRAN, Malaysia

Alliance of Health Workers Philippines
Arakan League for Democracy (ALD-LA-MALAYSIA)
Asia Pacific Forum on Women, Law and Development (APWLD)
Asian Migrant Centre (AMC)
Asian Migrants Coordinating Body-Hong Kong (AMCB)
Association of Indonesian Migrant Workers in HK (ATKI-HK)
BAYAN USA.
BOMSA, Dhaka, Bangladesh
BUGKOS
Burma Campaign, Malaysia
Burma Partnership
Canada-Philippines Solidarity for Human Rights (Vancouver, BC Canada)
Center for Japanese-Filipino Families
Clean Clothes Campaign -International Secretariat
Committee for Asian Women (CAW)
Communication Union of Australia (Vic Branch)
Empower, Chiang Mai
Filipino Migrant Center
Frank-Hubner-Scholl Resistance Movement of the White Rose
Free Burma Campaign Singapore (FBCSG)
Friends of Burma, Malaysia
Gabriela-Taiwan
IMA Research Foundation, Bangladesh
Institute for National and Democratic Studies of Indonesia (INDIES)
Interfaith Cooperation Forum
KAFIN-Migrante (Saitama)
Kafin Migrant Center, Japan
Labour Behind the Label, United Kingdom
MADPET - Malaysians against Death Penalty and Torture
Malaysian Trades Union Congress (MTUC)
May 1st Coalition for Worker & Immigrant Rights, USA
Mekong Migration Network (MMN)
Migrante Aotearoa New Zealand
Migrante B.C. (Canada)
Migrante Denmark
Migrante Europe
Migrante International
Migrante-Middle East
Migrante Nagoya
Migrante Taiwan
Migrante UK.
Migranteng Ilonggo sa Taiwan
National League for Democracy [NLD (LA)], Malaysia
National Network for Immigrant and Refugee Rights (NNIRR), U.S.

Network of Action for Migrants in Malaysia (NAMM)

PAN Asia and the Pacific
Parti Rakyat Malaysia (PRM)
Persatuan Kesedaran Komuniti Selangor (EMPOWER)
Persatuan Masyarakat Malaysia & Wilayah Persekutuan (PERMAS)
Philippines Australia Union
Philippine Society in Japan
PINAY (Filipino Women's Organization in Quebec)
Pusat Komas
Rights Jessore, India
Shan Refugee Organization, Malaysia
Suara Rakyat Malaysia (SUARAM), Malaysia
The Asia Pacific Mission for Migrants (APMM)
The Best Friend Library - Chiang Mai, Thailand
The Hong Kong Coalition for Free Burma Campaign
Think Centre Singapore
United Indonesians against Overcharging (PILAR)
United Filipinos in Hong Kong
Workers Hub for Change (WH4C)
YASANTI, Indonesia
ZOMI National Congress- Malaysia