Education Briefings 2006
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ILO sectoral workers’ education programme: Focus on labour education
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| ILO sectoral workers’ education programme: Focus on labour education: 9- 13 October 2006. | |
For the past 2 years, the International Labour Organisation (ILO) and Global Union Federations (GUFs) have collaborated on delivering courses designed for GUF staff. The aim of the 2006 course was to train GUF education and project staff in Africa in participatory approaches and methodologies.
Each year different regions, together with staff at GUFs headquarters participate. This year Global Union staff from 13 Africa countries among them Mali, Gabon, Botswana, Ghana, Uganda, Nigeria, Gambia and Chad, participated from 9- 13 October 2006. Gender balance was given top priority with women making up 50% of the class.
The recent course was designed to enlighten participants on pertinent issues in labour education and building networks for better coordination of education activities in the African region. Among the topics covered were the application of participatory methodology to labour education in the era of globalization, use of distance education in labour training, the role of participatory methodology in empowering unions, participatory approaches to research and campaigning, designing and developing activities for maximum impact and evaluating activities and education programmes. A presentation on the ILO and its activities was also delivered. Course facilitators were Alana Dave, the ITF Education Officer and Jenny Luck, the Programme Officer for Public Services International, who used numerous participatory approaches to deliver the programme including small group work.
There was a consensus that for labour education to be seen to be effective, it had to result in a change of awareness amongst workers both in themselves and in their relationships with others with a view to strengthening democracy and accountability in their unions. For this to succeed in this era of globalisation where casualisation, outsourcing, decline of trade union membership etc are weakening trade unions, labour education has to be more participatory in nature, radical, empowering and suited to the needs and realities of workers. It also has to move with the current global digital trends. In this regard, the ILO developed Solicomm, a special application software designed for labour education, complete with search engines and online courses.
On designing activities with maximum impact, participants were introduced to various methods with campaigning being given special attention due to its significance as a tool for raising awareness, as well achieving workers’ demands. Participants learnt to design an effective campaign in such a way that they consider its strategic and tactical aspects to effectively reach not only the direct target group but also others who are indirectly linked to the issues.
Evaluation of trade union activities is a critical exercise which aims to assess whether the objectives of an activity were met and if not, what approach can be used to ensure that in future activities are designed in such a way that they accomplish their goals. Participants discussed various methods of carrying out the exercise and the key points that contribute to the effectiveness of the activity such the environment within which it is carried, coordination etc.
The climax of the programme was the creation of a network of project staff amongst the GUFs in Africa. Mzi Memela from the International Federation of Journalists (South Africa) offered to chair the network with the assistance of Kamisa Dembele from Public Services International (PSI) office in Lomé to coordinate West and Central Africa and Sani Baba Mohammed also from the PSI organizing Anglophone Africa. Joyce Wairimu and Assita Ouedraogo, ITF staff participants from Kenya and Burkina Faso respectively.
Shall we be able to eradicate extreme poverty and hunger?
In September 2000, at the United Nations Millennium Summit, the 191 member countries in the UN agreed to eight Millennium Development Goals (MDGs) for the world’s poor nations. The target is to fulfil these goals by 2015. (For further information on MDGs http://www.un.org/millenniumgoals) But exactly after 6 years where are we now in terms of meeting these targets? Shall we be able to eradicate extreme poverty and halve the numbers of people suffering hunger across the globe by 2015?
Within the MDGs eliminating hunger occupies an important and critical place as without it many of the other goals cannot be reached - such as reducing the child mortality rate, combating key diseases and improving health.
A recently published report by the United Nations’ Children’s Fund (UNICEF) shows that the target on hunger will probably not be met. (Progress for Children - A Report Card on Nutrition, number 4, May 2006).
The report notes, “Despite an overall improvement between 1990 and 2004, the present rate of decline in the proportion of underweight children in the developing world is not sufficient to reach the MDG target of reducing hunger by half between 1990 and 2015.” (page 7).
The report makes an analysis of the situation on regional basis. For Eastern/Southern Africa it says, “Of the 17 countries in this region with sufficient trend data to assess progress towards the MDG target, only Botswana is on track to reach the target, and 9 countries are either showing no change or getting worse.”
But in many other parts of the world the outlook is bleak. The West/Central Africa region suffers conflicts and drought exacerbated by HIV/AIDS which puts food security at risk.
In the Middle East/North Africa region, “the region as a whole has gone backwards since 1990 in terms of child nutrition … Including Iraq, Sudan and Yemen, six countries are not on course to meet the MDG target.” (page 18)
With regards to the Latin America/Caribbean region the report notes, “While the headline numbers and annual progress rates in Latin America/Caribbean are encouraging, the region has a legacy of inequality and social disparity.” (page 22).
Even for industrialised countries the report highlights “disparities amid achievement” and explains, “Disparities, according to gender, geographic location and socio-economic position, both within and between countries, represent the biggest threat to child nutrition. Social inequalities are rising throughout the industrialized world, particularly in some countries of eastern Europe.” (page 26)
The UNICEF report contains many damning facts and figures; however it also limits the explanation of the results to natural catastrophes or wars. In fact without taking neo-liberal economic policies - spearheaded by the IMF and World Bank’s structural adjustment policies- into consideration it is impossible to fully understand why hunger and malnutrition is on the rise in many parts of the world.
Organising Globally and education
At the recent ITF congress in Durban, South Africa, August 2006, ”Organising Globally, Fighting for our Rights” was adopted as the ITF’s programme of work for the next four years. The idea is to develop a global organising strategy, which identifies specific targets for organising activity along the transport chain in order to build the strategic position of transport workers. This may include targeting a specific employer or a transport hub.
It was proposed that there should be six Global Organising (GO) Strategic Objectives on which the ITF ‘Organising Globally’ Work Programme 2007-2010 should be based, and which all ITF Sections, Regions and Departments should treat as their priority targets for the coming four year period.
OBJECTIVE 1 - Logistics/Supply Chains.
Identifying key logistics players and the commodities where the supply chains are open to coordinated action. Mapping union strengths and weaknesses; building organising projects and coordinating groups across ITF Sections, and where necessary involving other GUFs, representing production and distribution of the key commodities. This may involve using corporate social responsibility tools; negotiating framework agreements; and developing new forms of union organisation and solidarity action, which can take advantage of the dependence of these operators on the strategic position of transport workers.
OBJECTIVE 2 - Global Hubs and Corridors.
Mapping key geographical points in the global transport chain (particularly ports, airports, border crossing points) and bringing together unions that can use solidarity to strengthen organisation.
OBJECTIVE 3 - New Entrants, Low Cost Operators.
Mapping areas where privatisation/liberalisation results in new entrant employers, low cost operators or new multinational ownership, and which pose a threat to union organisation. Developing strategies to minimise the negative impact, including coordinating opposition to government policy, but also to ensure the maintenance or organisation of unionisation in new entrant employers.
OBJECTIVE 4 –Multinational Passenger Transport Companies.
Identifying the key multinational companies which are investing in passenger transport operations, particularly urban transport, worldwide. Creating networks of union representatives within each of these transport groups, and ensuring that employers which recognise and negotiate with unions in their home countries do not oppose organisation when they establish subsidiaries abroad.
OBJECTIVE 5 - New forms of Work.
Identifying areas of transport work which are being transformed by the use of subcontractors, "informal work" and casualisation, offshoring, call centres, and dependent self employment by owner operators, and which involve jobs which are increasingly being done by women and younger workers. Developing organising projects at Section, Women's Department and Region level, ITF wide, and/or together with other GUFs to ensure that all workers connected with the transport industry, wherever they are based, are organised in strong and effective trade unions. This should include working for gender equality of access to all jobs in the transport sector.
OBJECTIVE 6 – Defending Union rights.
Developing new methods of using the global production and supply chain and global ownership of national transport enterprises to exert pressure on governments and employers that do not fully respect trade union and human rights. Develop pro-active union rights campaigns and projects on specific countries in cooperation with Global Unions partners. Organise a major one year ITF global campaign on union rights for transport workers.
In reaching these strategic objectives education programmes, research and effective communications and campaigns strategy will be necessary. The role of education will be to:
- Stimulate and support the organising of workers in informal, casual and self-employed jobs in the transport industry, particularly including women and young workers.
- Build a critical awareness of the growth of logistics and support the development of new industrial and organising strategies along the supply chain.
- Build capacity for affiliates organising in the same multinational company to build global union networks and negotiate Global Framework Agreements.
- Enhance strategic campaign skills to strengthen the input and participation of affiliates in ITF industrial campaigns and to build capacity to strategically intervene against governments and employers driving neo-liberal transport restructuring in individual countries.
- Equip unions with the techniques necessary to intervene on transport restructuring projects of the World Bank and other institutions, to identify the points of entry for unions in the project cycle, and to develop trade union alternatives.
- Build capacity amongst ITF affiliates to respond to transport restructuring by training activists with specialised knowledge and skills, and to develop alliances with other civil society organisations.
- Expand education activities designed to strengthen union strategies in response to HIV/AIDS at both an industrial and political level.
- Continue to strengthen and expand the global ITF Educators’ Network in order to build capacity for the integration of an international perspective into trade union education programmes.
“Having their cake and eating it too - The great corporate tax break”
The ICFTU recently released a major report entitled: “Having Their Cake and Eating It Too - the Great Corporate Tax Break” which found that increasing attempts by governments and corporations alike to decrease the share of taxes paid by multinational companies could lead to a crisis for public funding in many parts of the world. According to the report: “…we are on the verge of a global tax shortfall that will increase the tax burden on labour and consumption, and cause a loss of revenue for governments that are dependent on that tax income to function, to provide all kinds of welfare and to keep their societies internationally competitive. In the long term, this will not only be detrimental to societies and their citizens but also to corporations themselves and to the business environments they operate in.” (p. 13)
The report was launched on 6 July in Paris in conjunction with an OECD meeting between trade union experts and staff of the OECD's Centre for Tax Policy and Administration, organised by TUAC and the OECD.
The report reveals that during the past two decades, industrialised countries have witnessed a 15 percent decline (from 45 per cent to 30 per cent) in the rate of corporate tax due to tax competition. As the report notes, “More self-evidently, even the broadest tax base will not matter when tax rates hit zero. If the linear trends in both OECD and non-OECD countries – the overall fall in corporate tax rates from more than 40% to less than 30% in just 20 years – are extrapolated and extended into the future, tax rates will hit zero by the middle of the century. And if the active tax competition we have seen the last five years continues at its present pace and volume, this will happen much earlier.” (p. 12)
As for developing countries, where "tax havens" are created by governments to attract investment and are exploited by companies often in violation of international labour standards, the amount lost in corporate tax payment is estimated to be around $50 billion a year. However the report notes that this is a conservative estimate!
The report also documents the ways in which companies are escaping their tax obligations, either through exploiting legal loopholes or by simply engaging in illegal behaviour. These accounting practices include transfer pricing, income stripping and the parking of intellectual property.
Jargon Explained
Transfer pricing: To arrange company’s transactions in such a way that profits show up in jurisdictions with kinder, gentler tax levels.
Income stripping: Money is lent from an offshore subsidiary to the parent company or another subsidiary then paid back to the offshore subsidiary at higher interest rates. The interest payment are then deducted from the latter’s taxes.
Parking Intellectual Property: To reduce the company’s taxes by relocating [parking] intellectual property to offshore subsidiaries in order to shelter the income from overseas sales. The subsidiary company then charges a licensing fee for the use of trademarks, patents, etc. This method is only useful if any such income that comes from overseas operations is not taxed where the rights are relocated.
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“Governments must stop this tax competition craze if they are serious about ensuring a sustainable future of their societies. They must also start cooperating with each other and the OECD in closing the legal loopholes that have allowed companies to get away with the kind of behaviour that would land an ordinary citizen in jail for many years," Guy Ryder, the General Secretary of the ICFTU commented.
The report has already received some substantive press coverage. Now trade unions, especially educators should use it to raise awareness of the issues so as to influence policy work nationally, regionally and internationally.
The report has been published in English, Spanish and French and can be found at the following links:
English: http://www.icftu.org/www/pdf/taxbreak/tax_break_EN.pdf
Spanish: http://www.icftu.org/www/pdf/taxbreak/tax_break_ES.pdf
French: http://www.icftu.org/www/pdf/taxbreak/tax_break_FR.pdf
AIDS after 25 years: The role of the transport industry and transport unions
According to the new report from the UNAIDS, the AIDS epidemic shows signs of peaking. 25 years after the first case of the new disease was reported, current global facts and figures are damning: to date around 65 million people have been infected with HIV, and more than 25 million people have been killed by AIDS since it was first recognised in 1981. The vast majority of the 38.6 million people living with HIV in 2005 are unaware of their status. AIDS is among the greatest development and security issue facing the world today. A further 3 million died of the disease last year alone.
The report provides some important information on the role of transport and vulnerability of transport workers. Below you will find a selection of examples taken from the UNAIDS report.
HIV spreads fastest in provinces linked by major transport routes
“On the eastern coastline, a dynamic epidemic is underway in Mozambique, where the estimated national adult HIV prevalence is 16.1% [12.5%–20.0%]. HIV is spreading fastest in provinces linked by major transport routes to Malawi, South Africa and Zimbabwe. High infection levels are being found in Gaza (from where large numbers of migrants working in South Africa originate) and Sofala provinces (which is traversed by Zimbabwe’s main export route) (Ministry of Health Mozambique, 2005). In neighbouring Malawi, national adult HIV prevalence is estimated at 14.1% [6.9%–21.4%]. HIV prevalence among antenatal clinic attendees provides insight into the long-term trends and has stayed relatively stable at around 20%.” (pp. 18-19)
“Cities and towns with the highest HIV prevalence tend to be clustered along major transport routes—including Kabwe, Livingstone and Ndola (National HIV/ AIDS Council Zambia, 2005).” (p. 19)
“With an estimated 61 000 people living with HIV [37 000–100 000], Guatemala’s epidemic is similar to that of Honduras. National adult HIV prevalence was 0.9% [0.5%–2.7%] in 2005. Available information on HIV, though incomplete, indicates that HIV transmission mainly occurs in urban areas, especially those straddling major transport routes (Ministerio de Salud Pu´blica y Asistencia Social de Guatemala, 2003).” (p. 44)
We need more education and awareness not preaching abstinence
“A 2003 study carried out along major transport routes in Africa found that the average age of sex workers was 22.8 years and the average education level was grade six (upper primary school). Only 33% knew that they were at risk if they had unprotected sex.” (p. 108)
For example in Tamil Nadu, “…research carried out after an HIV prevention programme for truck drivers found the percentage of drivers reporting that they had had commercial sex, declined from 14% in 1996 to 2% in 2003. Moreover, the percentage of drivers whose last instance of commercial sex was unprotected fell from 45% to 9% in the same period.” (p. 132)
Prevention efforts in transport sector
“In Malawi, the World Food Programme is in partnership with private companies, nongovernmental organizations and the government to provide HIV prevention information, condoms, treatment of sexually transmitted infections, voluntary HIV counselling and testing and referrals for HIV treatment to truck drivers and sex workers in two locations in the country.” (p. 132)
“In Senegal, a major initiative that is improving public transportation in Dakar and other cities has included HIV-related programming since the design stages of the initiative.” (p. 195)
But of course such programmes targeting transport workers are most effective if carried out with the involvement of workers and their unions. At the same time transport unions should take the initiative and actively take part in such programmes.
To download the report please visit
http://data.unaids.org/pub/GlobalReport/2006/GR06_en.zip
ITF education planning
At a recent meeting of the ITF Secretariat in London, ITF education staff discussed education priorities of the various ITF regions and the way forward to more effective education delivery. Regional assessments reflected different issues and trends. In the Americas, particularly the MERCOSUR subregion, the trend is towards the harmonisation of government’s transport policy with the aim of having a regional MERCOSUR transport policy. As part of a FES supported ITF education programme, aviation unions have come up with an alternative policy. The next step is for unions to lobby intensively at the national level and present the document to each of the member governments. A similar approach is being adopted by the road transport and rail unions in the subregion.
In the Asia Pacific region there has been a shift away from basic trade union education towards education focusing on changes in the transport industry. Port unions in India for example, are now dealing with global terminal operators and see the majority of jobs being outsourced and therefore not unionised. However, as the region is large, the impact of globalisation has varied and this has been reflected in the education work. In some countries, building effective unionism still constitutes a core part of ITF education activities.
For Africa, there has been ongoing education activities designed to stimulate organising of the unorganised, primarily in road transport. There have also been education projects focusing on restructuring. In the project aimed at building links in Spoornet, the capacity of railway unions in the region is being enhanced through networking and collaboration. Many of the railways in Africa are now being operated by the South African state rail company Spoornet. Overall however, there is a need to evaluate the education needs of the continent and there has also been a demand for the accreditation of trade union education.
In the Arab world, ITF activities are relatively new and will continue focusing on changes in the transport industry and building strong unions. Education has made an impact on union interventions. As a result of an ITF/PSI seminar on privatisation, the Moroccan affiliate, Union des Syndicats UMT des Transports, successfully intervened in a World Bank port project to secure better benefits for their members. However, overall it was recognised that the ITF needs to develop a strategy for the region which informs a more coherent education approach. The need for education on HIV/AIDS in the workplace is also recognised as a priority. In fact at a road transport seminar, unions agreed to have the slogan ‘Fatigue Kills, AIDS Kills’ as part of the next ITF road transport action day.
In improving the service offered by the ITF’s education department, more education materials from affiliates will be made available on the ITF website. Links will also be provided to education materials produced by external organisations such as the ILO. There was also a proposal to include a web training element in future education seminars, so as to enable affiliates to get the best out of the resources available on the ITF website.
Education Today: A view from the Barbados Workers’ Union, Wilma Clement
The Barbados Workers’ Union (BWU) was born out of the riots of 1937. At that time, trade unions were illegal and workers were subdued through various pieces of legislation on the island’s statutes books.
October 4, 1941 saw the registration of the Barbados Workers’ Union, a general workers’ trade union. From as early as the 1950s the Union took seriously the task of education and training of its members, using first, Codrington College, a training college for Anglican Priests, before it opened its own Labour College in September 1974. In 2004, the Labour College celebrated 30 years of existence. It has been guided over the years by the need to
“ promote the education of the workers in all aspects of their working lives” and
“ foster and promote a universal awareness of the trade union organisation as an institution of growth and an instrument of change in the developing Caribbean”
Today, in my opinion, workers’ education is not only about life at the workplace. The intertwining nature of work, family, and society has meant that whatever affects one, has implications for the other. Therefore, workers’ education has moved from focusing primarily on topics such as Collective Bargaining and Grievance Handling, to Effective Communication, Safety, Health and the Environment to Conflict Resolution, Managing Money, and the ripple effects of HIV/AIDS.
As tutor of the BWU, I see my role as that of not only complimenting the efforts of the principal, by imparting knowledge and skills, but also assisting members in understanding and identifying with their trade union.
Very often there are those members who are participating in education and training after many years. They are usually apprehensive about the programme and do not know what to expect. In order for them to benefit from the programme they must be made comfortable and receptive, ready to participate. This is one of the most important jobs of the tutor and one which I take very seriously. Members must be challenged to find out more, to acquire the thirst for knowledge and to further develop themselves; the thirst to know what is happening in the world we live in.
I am compelled to assist women members in eagerly positioning themselves to take up leadership roles within their union, and to encourage regional solidarity among trade unions and trade union members.
For me personally, it is also about ensuring that the programmes offered are relevant, comprehensive and ones which the participants can identify with and benefit from. The Tutor’s involvement in curriculum design is therefore very important. Each programme should not only educate, but also build the skills of individual participants. The role of the tutor can therefore be seen as multi-dimensional, demanding, but very important to building commitment, skills, and awareness.
To see Wilma’s profile click here
Mobilising youth in Swaziland
Trade unions without education are like cables without much-needed electricity, and risk fading into oblivion. Equally, a trade union that does not place emphasis on recruitment and organisation becomes a truck at a standstill: it lacks vibrancy and diversity, but more importantly is devoid of continuity and guaranteed survival.
The important link between recruitment/organisation and education are key cornerstones of union-building. The need to continuously engage new members - particularly young members - through recruitment, is critical to organisational continuity. This does not, however, mean that mobilising and recruiting older members of the workforce is waste of time, but it means that it should be done with an understanding of the need to inject vibrancy, dynamism and continuity into the whole organ.
Given the neo-liberal threat posed by global capital forces on trade unions, due to problems of restructuring, out-sourcing and privatisation, a majority of trade unions are facing serious attacks on their qualitative and quantitative strength. In Swaziland, the main transport sectors that have been affected by such restructuring are rail, road and aviation. This affected the key task of mobilising youth and spreading education within the membership. Thus restructuring sliced away older and experienced workers who saw the importance of the union membership, leaving behind a younger generation that is difficult to mobilise and may not join the union in a hurry.
The road transport sector, particularly public transport, is riddled with the issue of young workers forming a big majority. A larger proportion of these are either school dropouts or high school graduates. Some have hardly attended any formal schooling and are trying to make ends meet. They find themselves at the bus station simply because of lack of employment opportunities. They become employed by individual bus and taxi operators who then exploit them. They give them meagre wages and make them work long hours without overtime pay or leave.
In gender terms most of these young workers are male, with less than five being female, in a group of about 300 workers in the station. The gender imbalance is clear. Efforts by STAWU to mobilise young people have been in vain. Most workers who can be mobilised are those who have served a reasonable period, 3 years onwards. Three years with one employer is considered a reasonably “long” time because of the high labour turnover by employers and low job security. Trying to educate these workers was a difficult task, as some hardly attended meetings.
This is not a problem exclusive to STAWU, most unions admit their youth mobilisation initiatives fall flat on the face and never see the light of the day. The Swaziland Nurses Association (SNA) boasts of a largely young membership, which is at times very hostile to union work. In the teachers’ union Swaziland National Teachers’ Association (SNAT), most of the older teachers are either taking voluntary exit packages, moving up into school administration posts or being retired. The resulting scenario is that a large part of the union membership is young. These are mostly young teachers who graduated either from the university or from the teachers’ colleges. Some are not permanent employees of the government of Swaziland, but still pay union dues. The most unfortunate factor is that because this union has a savings and credit scheme, emphasis on organisational work is very low, and most members want mainly to get the benefits of being in the scheme.
A deeper analysis of this problem shows a bleak future for most trade unions in the country. Moreover, there is an emerging trend of escalating numbers of labour brokers who only represent workers in boardroom issues whilst outside, workers are left to fend for themselves. There is, however, a positive out of this pervasive trade union crisis, and this relates to the fact that most unions now see the importance of trade union education coupled with organising.
In the aviation industry, the problem of restructuring is further exacerbated by the fact that these workers are proportionally few and form a very small segment of STAWU. When viewed holistically, this becomes a disadvantage to these workers when it comes to their interests being represented in the union.
In cargo/freight road transport, further restructuring is expected as the Cargo Carriers Swaziland (Pty) Ltd, a multi-national private company is hinting that close to 270 workers may be retrenched. Actually, the process is underway as the union has been formally informed of such a move. This is a major blow to the union because this is one of the few major branches that contributes organisationally and financially to the union. Workers that will be most affected are those with duration and experience within the company, as they constitute a bigger cost to the company.
Meanwhile, in railway the management has set the workers against each other, causing a serious misunderstanding between some union officials and workers. On close inspection, this is a serious indication of lack of adequate educational activities within the union. What has been identified by the union leadership and staff members is the lack of basic understanding by the membership of union structures and operations.
-- Find below a link to an article from Tranport International magazine about this subject --
Proposed way forward for STAWU
As a continuation from the last workshop on Leadership Development and Induction in Manzini, in October 2005, the union has identified shop-steward training as the next step to ensure that the life-blood of STAWU is maintained. This training shall be conducted in March this year, with the assistance of Empowerment Through Training (ETT), a labour service provider.
STAWU is also targeting the security sector with the intention of empowering this sector to develop the necessary capacity to strengthen itself. It is worth noting that due to high unemployment levels, young people resort to seeking employment in security companies where they constitute a majority. The other strategic explanation for organising this sector is that it provides an auxiliary service to the transportation function.
An issue that still remains a challenge to STAWU is the setting up of recruitment targets and sticking to them. This has made it difficult to assess and monitor the recruitment and organisation process. What is presently important to the union is the issue of continuous education and servicing of structures and members. This will either spell the survival or demise of the union. The continuous efforts of the ETT shall accompany attempts by comrades who are full time union officials, to give life to our only weapon of protecting the interests of workers in the transport sector.
Importantly, the main concern for all unions is the inconsistency in the process of mobilising youth workers. Of significance here is the intensification of education and training, whilst ensuring that recruitment forms part of the whole package alongside training. This means unions, including STAWU, should train sufficient organisers/recruitment agents and educators, through the training of trainers programmes. Moreover, programmes particularly designed for young workers and female workers should be in place.
Percy N. Masuku, Former Youth Organiser/Educator, Swaziland Transport & Allied Workers' Union (STAWU), Now working for ETT
