Снеговик (2017)
Томас Альфредсон

nestle maggi

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Nestlé’s
Corporate Social Responsibility
CSR

Instant closure of factories and
mass redundancies…
When workers arrived at the Nestlé ice cream
factory in Santo Domingo on 19 June 2008 they
found their factory surrounded by security
guards, police officers, and ambulances and
paramedics.
paramedics The workers were herded into the
parking lot and told that the factory was being
closed immediately. Then their severance
immediately
checks were handed out on the spot.
Good Food‐Good Life? Goodbye!
Food Good

Illegal mass dismissals …
In February 2007 Nestlé Philippines declared the
mass redundancy of sales force workers,
targeting union officers and shop stewards The
stewards.
company violated the national Labour Code by
failing to give one month notice and refusing to
g g
g
undertake negotiations with unions.

… a d fake ‘promotions’ to bust
and a e p o ot o s
unions
A year earlier, half the members of one of the
earlier
sales force unions were transferred to so‐called
"specialist" positions that involved no change in
their work but excluded them f
h
kb
l d d h
from union
membership.

Restricting trade union rights
g
g
through fake “supervisors”…
In countries such as Pakistan, Indonesia and
pp
,
g
Philippines, Nestlé management created
hundreds of “supervisory” positions on
production lines These “supervisors” don’t
lines.
supervisors don t
supervise anyone, have no authority and
have th same ( worse) wages and
h
the
(or
)
d
benefits as workers. They’re different in just
one way ... they can’t join the union!

Discrimination through unfair
wages …
When the union at Nestlé Peru went on
strike for fair wages in October 2008 it
challenged N tlé' di i i t
h ll
d Nestlé's discriminatory system
t
of categorizing workers as a violation of
Article 23, paragraph 2 of the Universal
Declaration of Human Rights, which
g
states, "Everyone, without any
discrimination, has the right to equal pay
for equal work".

Nestlé Waters workers were
denied the right to water
The Nestlé Kabirwala plant in Pakistan started
p
producing "Pure Life" bottled water in 2000.
But the only drinking water workers were
allowed was ordinary t water. Thi i d it
ll
d
di
tap t This is despite
daytime temperatures reaching 47 C° in the
summer!
In April 2006 the union won the right to have
water dispensers installed in the p
p
plant, supplied
, pp
with Nestlé "Pure Life" water. So after 6 years of
producing Pure Life bottled water, workers
finally on
finall won the right to drink it!

Falsely claiming “global policy” as
the
th reason for not negotiating
f
t
ti ti
with unions …
Nestlé management at national level
frequently lies about employment
conditions and workplace restructuring,
claiming th t th ’ simply i l
l i i that they’re i l implementing a
ti
“global policy” that can’t be changed. In
other words, they won’t negotiate these
p
policies with unions .

Lying about “global policy” on
shift patterns…
When management unilaterally imposed
changes to the shift pattern at the Nestlé
plant i C
l t in Cagayan d O i 2005 it
de Oro in
violated collective agreement provisions
requiring negotiations with the union.
But management claimed that the new
g
shift pattern was "global practice" in
Nestlé ….

In response the union contacted the IUF
and obtained collective agreements and
information on shift patterns at similar
i f
ti
hift tt
t i il
Nestlé plants in other countries and found
that there is no such "global practice" or
"global benchmarking". It was just an
excuse to impose restructuring measures
without negotiating with the union.

Excessive working hours in
violation of the law …
Throughout 2008 as in previous years
years,
workers at Nestlé Brazil were working 7
days on and one‐day off, in violation of
ff
l
f
the legal 44‐hour workweek. According to
the union, that left workers with an
a e age 36 ou...