AC Newsletter saw a record-high caseload. Content AC Labour Dispute Resolution 1. AC Labour Dispute Resolution October - December 2012

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1 AC Newsletter NEWS AND UPDATES ON INDUSTRIAL RELATIONS AND LABOUR DISPUTE RESOLUTION IN CAMBODIA RESOLVING COLLECTIVE LABOUR DISPUTES Content AC Labour Dispute Resolution 1 Director Column: Union Support Necessary to Deliver AC Sustainability Strategy 2 LABOUR LAW EDUCATION SERIES: An Introduction to the Labour Law Re-signing of Industry Deal Brings Hope to Improve Labour Relations 4 Study Shows Improved Awareness and Confidence in the AC 5 October - December 2012 AC Labour Dispute Resolution October - December saw a record-high caseload at the Arbitration Council (AC). 255 cases were registered at the AC for resolution, an increase by approximately 33% compared to 191 cases registered in While the AC received cases from a broad range of sectors such as manufacturing, hospitality (restaurant, casino and resort, golf club, massage and spa center), and non-governmental sectors, 90% of them continued to stem from the garment and footwear sector. Based on interim findings of the ACF, approximately 73% of the total cases were resolved successfully. Like previous years, three types of claims top the list of cases before the AC: 1) wages and other benefits, 2) discipline and termination, largely involving trade union activists in the garment and footwear industry, and 3) labour rights of women. Nepal Looks to Cambodia for Lessons on Labour Dispute Resolution 5 Arbitration Role Urged for Human Rights Protection 6 Arbitrators, Support Staff Discuss Hearing Management, Legal Issues 6 Arbitrator Profile- Persistence Pays Off 7 Slideshow Ready to Increase Your Chance of Success at the AC 8 What s New? 8 Keep Abreast of the Labour Law 10 The graph above shows the instability during that period. with the number of strikes dropping number of registered cases and the number of cases involving strikes forwarded to the AC by quarter. It should be noted that strike activities that are not a part of the cases registered at AC are not captured in this graph. Associated with AC cases, there was an average of 13 strikes per quarter in the first This volatility may be attributed to the constant pressure for an increase of wages and benefits for workers in the gament and footwear industry, the fallout from the industry s failure to renew the garment industry memorandum of understanding immediately following its expiration in December 2011, and other external factors. The to 5 during that period. The improvements may be ascribed to the measures of the garment and footwear industry and trade unions that raised additional benefits for workers (an increase in attendance bonus and introduction of transportation / rental allowance) in September 2012 and caused the renewal of the garment three quarters of 2012, which last quarter of 2012 saw some industry memorandum of understanding indicates material industrial relations improvements in industrial relations in October Registered Unions Can Join the Garment Industry MoU under Its Opt-In Clause The MoU, a Memorandum of Understanding on Improving Industrial Relations in the Garment Industry, was renewed for a two-year term by the Garment Manufacturers Association in Cambodia and eight union federations and confederations on October 3, In an attempt to increase the coverage of the MoU, the MoU parties have agreed to include an opt-in clause which opens entry for new membership for any union federations and confederations that may wish to join the MoU. Paragraph II of the MoU provides, Any union federations and confederations Continues on page 2 AC Newsletter October - December

2 Registered Unions... Continues from page 1 may Opt-in to this MoU by informing in writing the Secretariat of the Arbitration Council, with copies to GMAC and signatory union confederations. The requirements are member-friendly as they merely require a union 2 AC Newsletter October - December 2012 to be a registered professional organisation and to inform in writing to the Secretariat of the Arbitration Council of their intention thereof. As a means to ease the burden of paperwork for any union that may wish to join the MoU, an opt-in form is available at the office of the Secretariat of the Arbitration Council. Any registered union may opt-in to the MoU at any time. Significant Case: Transportation and Accommodation Allowance is not Conditional Upon Workers Attending Work 216/12-Wing Star Shoes Date of award issuance: 22 event that they were absent from the workplace or take leave. In or take leave, the Employer had the right to deduct their allowance November 2012 Arbitrators: Ing Sothy, An Nan, practice, the Employer provided in proportion to their absences. a USD 10 transportation and Sok Mathoeung Wing Star Shoes Co. Ltd is a footwear manufacturing company that employs a total of 7000 workers. A local union of the Collective Union of Movement of Workers (CUMW) (hereafter referred to as the Worker Party ) was the claimant against Wing Star Shoes Co. accommodation allowance per month, an amount that was USD 3 above that stipulated in Notification 230/12. The allowance provided by the Company is deducted in proportion to the number of days the workers are absent from the workplace or the number of days they take leave. Rejecting the Workers demand, the Employer Point 1 of Notification 230/12, effective from September 1, 2012 states, Provide transportation and accommodation allowance of USD 7(seven) per month Based on the regulation, the Arbitration Panel accepted the request of the Worker Party and ruled against the Employer s practice on the ground that the Ltd (hereafter referred to as claimed that the allowance transportation and accommodation the Employer ). that has been provided was allowance is not conditioned on intended to encourage workers a worker s attendance at work and The Worker Party seek to maintain to come to work regularly. that the employer is required their transportation and In the event that the workers by law to give workers the said accommodation allowance in the were absent from the workplace allowance. Director Column: Union Support Necessary to Deliver AC Sustainability Strategy Since its inception, the Arbitration Council (AC) has relied fully on international donor funding to offer labour dispute resolution services to workers, trade unions, and enterprises in Cambodia. Currently, the AC services are provided with funding received under the Demand for Good Governance Project of the Royal Government of Cambodia, financed by the World Bank. With a recent agreement on an extension, funding under the DFGG Project will last until the end of March Funding to support the AC services beyond that remains uncertain. As financial conditions in many donor countries have become increasingly volatile, this financial Arbitrators resolving a labour dispute hardship has affected their international aid programmes for least developed countries like Cambodia. Furthermore, as it advances as a nation, donors are shifting bilateral development assistance away from Cambodia to other least developed countries, such as those in sub-saharan Africa, where the need is considered greater. In light of this climate, it is important for the AC to transition to a model of domestically-derived funding. With the statutory restriction that Continues on page 3

3 Director Column:... Continues from page 2 the AC arbitration be provided for free, the AC cannot charge its clients directly on each case. Thus, it has to explore other domestic sources of funding. In mid-2012, the AC Sustainability Strategy 2020 was developed to guide the AC toward achieving From the perspective of the AC, long-term financial sustainability. On 24 December 2012, the during the short-term period Under the Strategy, diversified Arbitration Council Foundation between 2014 and 2016, it is likely revenue streams were proposed, convened a consultative meeting that funding from international including: the financial contribution with trade union representatives donors will be necessary to sustain from workers and enterprises; to discuss unions participation the AC before it can transition the national budget of the Royal in sustaining the AC beyong into a model fully supported by Government of Cambodia; income March While all agree domestic sources of funding. For from the AC s complementary that the AC has a strong track the AC to successfully secure services and products; and continued record of added value for necessary funding during that international donor funding. Among enterprises and its workers and period, it is important that workers, them, however, the main foundation that its services should continue, trade unions, and enterprises for the long-term financial sustainability some trade union representatives join hands with the AC by is the on-going financial contribution in attendance reported that they proffering sufficient commitment of from workers and their enterprises would need more time to financial support in order to convince (a bipartite funding model) to the consider the proposal. They any potential donors that the AC. Under this bipartite model, informed the Foundation that AC stakeholders will assume each worker contributes 200 riel they would need to run this covering the AC services financially (approximately $0.05) per month proposal through their members at after the donors support ends. which is matched by his or her an internal discussion forum As the Government and employer enterprise providing another 200 before they could reach a decision associations have put their riel per month for each worker. whether they can offer their support. commitments on the table, the AC In respect of this model, the Other trade union representatives awaits the last piece of the puzzle: Royal Government of Cambodia in attendance hold a firm view the commitment and support of through the Ministry of Labour that industry and workers alike trade unions for the proposed AC and Vocational Training and employer cannot afford a shut-down of the AC sustainability model. associations have been supportive after March 2014 and thus expressed of this proposed contribution scheme their support for the proposed LABOUR LAW EDUCATION SERIES: An Introduction to the Labour Law 1997 In 2013, the AC Newsletters will feature a Labour Law Education series designed to explain key sections of the Cambodian Labour Law 1997 ( the Labour Law ). In this issue, we introduce the Labour Law, explain its origins, what it covers and where it is sits in the regulation of employment in Cambodia. The history of labour legislation in Cambodia Cambodia has a history of labour regulation dating back as far as More recently, Cambodia promulgated a Labour Code in 1972 that was largely inspired by thus far. However, trade unions for various concerns have had mixed reactions to this proposal. Work remains to be done to garner support from trade unions if the funding model is to be materalised and AC s dispute resolution services sustained. funding model. It was agreed that a conference with trade union representatives will be organised in late January 2013 in order for trade unions to report back their decisions in relation to the proposed funding model. French law but remained dormant under the Khmer Rouge and Vietnamese occupation. In 1992, the UN Transitional Authority Cambodia (UNTAC) implemented a new Labour Code and in 1994, a mission from the International Labour Organisation (ILO) assisted with the rewriting of Cambodia s labour legislation. The ILO worked in close collaboration with the government of Cambodia and other stakeholders and produced a hybrid legislation incorporating a number of sources including Cambodia s 1972 and 1992 labour codes and international labour promulgated as the Labour Law standards. On 13 March 1997 this was Continues on page 4 AC Newsletter October - December

4 LABOUR LAW EDUCATION SERIES:... Continues from page 3 Who does the Labour Law cover? The Labour Law applies to all enterprises and establishments with a few notable exceptions. First, it does not apply to judges or permanent employees of the public service. Second, it does not apply to police, the army or other military personnel, or air and maritime transportation personnel who are governed by separate laws. Last, the Labour Law does not cover domestic or household servants. What does the Labour Law cover? The Labour Law provides a legal framework that covers a number of areas including employment contracts and conditions, worker rights and entitlements, work health and safety, collective bargaining, discipline, trade unions and industrial disputes. In other words, the Labour Law regulates many aspects of the employment relationship. Where does the Labour Law sit in relation to other labour law instruments? The Labour Law is one of many legal instruments that regulate labour in Cambodia. Cambodian labour jurisprudence is derived not only from this legislation, but also from a number of other sources including: The Cambodian Constitution; Regulations of the Royal Government and relevant Ministries including Prakas, Circulars and Notifications; International labour standards, conventions and recommendations of the International Labour Organization that have been ratified by Cambodia; and Arbiral Awards of the Arbitration Council. In addition, labour is regulated at the enterprise level by collective bargaining agreements and internal work regulations and at the individual level by employment contracts. In order to comprehensively understand labour regulation and the application of labour law, it is important to take into consideration not just the Labour Law, but all labour law instruments. Re-signing of Industry Deal Brings Hope to Improve Labour Relations The long-waited re-signing of an industry deal arrived after the Garment Manufacturers Association in Cambodia (GMAC) and eight unions, confederations and federations put pen to paper on a two-year Memorandum of Understanding on Improving Industrial Relations in the Garment Industry (MoU) at the Hotel Cambodiana, Phnom Penh on 3 October The document and its annexes set forth similar provisions to the previous MoU signed on 28 September 2010 under which management and workers were committed to abiding by the Arbitration Council s rulings on right disputes and withhold taking industrial action before disputes are heard by the Arbitration Council. The president of the Cambodia Association of Trade Unions Yang Sophorn believed that the renewed MoU would help to reduce labour disputes concerning rights violation in the garment and footwear factories. I think factories and the workers will benefit [from the MoU] as it 4 AC Newsletter October - December 2012 will reduce some right disputes and strikes, she said. The signing will also attract more foreign investors to Cambodia. The Phnom Penh Post cited GMAC Secretary-General Ken Loo on 4 October 2012 as saying that he hoped the MoU will have a positive impact on reducing strikes. The number of strikes during the previous MoU in effect in 2011 was at the lowest record in the history of the garment industry with only 34 strikes, according to strike data from GMAC. Meanwhile, the total value of the garment and textile exports from Cambodia increased remarkably, from US$3 billion in 2010 to US$3.31 billion in The renewed MoU includes an opt-in clause for other trade unions to also get covered by the MoU. Trade unions that wish to join the MoU can obtain the opt-in form at the office of the Secretariat of the Abitration Council.

5 Study Shows Improved Awareness and Confidence in the AC As part of its primary labour dispute resolution work, the Arbitration Council (AC) promotes awareness and understanding of the arbitration process amongst widely targeted clients and other stakeholders. To ensure its performance is on track, the AC established a monitoring and evaluation mechanism to collect feedback from stakeholders: three studies to observe the project execution so that the potential problems can be identified in a timely manner and corrective action taken. The first of these evaluations, the Baseline Study, was conducted during the project inception in Recently, the Midline Study was completed in November The results of the Midline Study indicate that AC performance has improved across a range of indicators. Workers and employers have an increased awareness of the role of the AC, the types of disputes handled, and the labour arbitration process. Furthermore, workers and employees reported improved trust and confidence in the independence, credibility and effectiveness of the AC. Most importantly none of the AC clients reported paying unofficial fees to any arbitrator or panel, a fact consistent with the Baseline Study. This certifies that the work of the AC continues to be free from corruption and is testament to good governance within the AC. The AC demonstrates trustworthy and accountable decision making. Transparent and fair decisions are made by arbitrators who possess significant knowledge of labour law, and skills in labour dispute resolution. Furthermore, they treat the parties with dignity and respect and hearings are easy to understand and encourage each party to present evidence. Arbitral decisions are based on facts, evidence and law. With transparent and participatory procedures, the AC is effective at handling labour disputes and Key Informant Interviews in the study acknowledged that the AC was the most reliable institution for resolving collective labour disputes in Cambodia. Although the Midline Study found a proportion of respondents had slightly lower confidence in the AC due in part to some unrealized expectations regarding award enforcement, the study continues to show that the AC is viewed as more independent and credible than other institutions and as having a positive effect on labour relations. Despite these achievements, the AC continues to improve its services in accordance with the recommendations of the Midline Study, working in cooperation with unions, employers and government and with assistance of international donors. In this sense, the outcomes of this study benefit not only the AC, but all stakeholders by promoting good industrial relations and trust in institutions of governance. For details report of the Midline Study please visit arbitrationcouncil.org/acf_ Final%20Report%20of%20 Midline%20Follow%20Up%20 Study.pdf Nepal Looks to Cambodia for Lessons on Labour Dispute Resolution With almost 10 years of experience resolving more than 1,300 cases among management and workers, the Arbitration Council is recoginsed internationally as a model institution for labour dispute resolution. On 5-6 November 2012, the ACF hosted a high-level Nepalese delegation consisting of Mr. Som Lal Subedi, Secretary of Nepal s Ministry of Labour & Employment, Mr. Buddhi Bahadur Khadka, Joint Secretary from the same ministry, and Mr. Pashupati Murarka, Vice President of Federation of Nepalese Chambers of Commerce and Industry (FNCCI), whose trip to Cambodia was organised so that the AC could exchange valuable information with the delegation that would be helpful for their plan to strengthen labour dispute resolution in Nepal. The group was assisted by Mr. Jonh Ritchotte, an ILO Industrial Relations Specialist in Bangkok. Hosted by Mr. Sok Lor, ACF Executive Continues on page 6 AC Newsletter October - December

6 Nepal, Cambodia Exchange... Continues from page 5 Director, Mr. Y Samphy, Training and Communication Manager and Ms. Khem Vansok, Senior Legal Officer, the delegation learned of the introduction to labour dispute resolution in Cambodia, the history of the AC, legal and legislative basis of the AC, and the lessons learned and mistakes to be avoided should Nepal set up a institution like the AC and comparable system of labour dispute resolution to Cambodia. The group also examined sample arbitration rulings Arbitration by the Arbitration Council has been seen as a recommended mechanism to protect human rights in the garment sector in Cambodia. The Guiding Principles on Business and Human Rights by the Office of the UN High Commissioner for Human Rights provides both judicial and non-judicial mechanisms for conflict resolution concerning human rights violations by businesses. The Arbitration Council, being widely recognised as legitimate, accessible, predictable, equitable, transparent and independent and legal reasoning of the AC as these would play an important role in the success of the system. Mr. Som Lal Subedi was pleased to exchange lessons with the AC and acknowledged that these lessons are useful and will be used to improve industrial relations in Nepal. We are delighted about this exchange of lessons from the ACF. It s directly relevant to our mission, he said. I should play an important role in human rights protection in the garment sector in Cambodia, Mr. Y Samphy, ACF Manager of Training and Communications, addressed some 30 garment factory representatives, trade union leaders, NGO officers and government officials at a roundtable discussion on Business and Human Rights in Garment Sector in Cambodia on 12 December The roundtable discussion was convened as part of the project by the Cambodian Center for Human Rights (CCHR) to promote have learned that the AC mechanism being efficient, transparent and accessible should be the guiding principles for this mission if Nepal is to have an effective system for labour dispute resolution. The mission was the second of its kind. In November 2009, the ACF hosted a similar mission from Vietnam to exchange lessons that could contribute to the improvement of the industrial dispute resolution in Vietnam. Arbitration Role Urged for Human Rights Protection the Guiding Principles on Business and Human Rights by implementing the United Nations Protect, Respect and Remedy framework. Arbitrators, Support Staff Discuss Hearing Management, Legal Issues Arbitrators and their support staff have discussed effective hearing management and various legal issues in a number of sessions between October and December These sessions are intended for continued development of their professional and legal capacity to resolve labour disputes effectively. Speaking during a two hour discussion session, arbitrator Liv Sovanna, who was invited to share his expertise on effective hearing management with his 23 fellow arbitrators and support staff, discussed useful tips on how to avoid prejudgment, encourage parties to respect each other and arbitrators, and ask effective 6 AC Newsletter October - December 2012 questions so that the parties give the answers necessary for a just arbitral decision. Similarly, on 22 November 2012, the ACF hosted Mr. Gilles Bélier, a prominent labour lawyer in France, to exchange legal concepts and principles in France with the AC community. Topics raised during this 3-hour session with 15 arbitrators and support staff included misconduct, probationary contracts, severance pay, unfair dismissal, collective bargaining agreements, night work v work at night and the attendance bonus. This was the second session the AC community has conducted with Mr. Bélier to learn from the practices and application of labour law in France. The first took place on 19 May 2011 to discuss the definition of a labour dispute, termination payments relating to fixed duration contracts (FDC), severance pay under FDC s in resignation cases, ambiguities in the statutory interpretation with respect to employment contracts, validity of consecutive periods of work suspension and modification of contracts and agreements. As part of the continued capacity building programmes for arbitrators, these training sessions delivered by peer arbitrators, and foreign and local expert trainers has and will continue to benefit disputing parties before the Arbitration Council.

7 AC Arbitrator Profile Persistence Pays Off Arbitrator Ing Sothy at the AC Hearing Never retreat, never surrender! is the motto that this successful AC arbitrator uses as his guiding life principle. Born in Takeo in 1962 and graduating from the Royal University of Law and Economics in 1998, Arbitrator Ing Sothy started his career as an Inspector from 1998 to 2003 at the Ministry of National Assembly- Senate Relations and Inspection. Working with this government institution was his first job, but Arbitrator Sothy tried his best to learn from this experience and to be successful in his work. His primary position was to support the ministry through researching law and regulations, including the Civil Code and the Code of Civil Law and Labour Law. He then received a Master s Degree in Law from the Build Bright University, Phnom Penh in Because he was an outstanding student, he was selected to be a law lecturer there. I was really happy when I was recruited to be a lecturer as it was a great job for me to advance my career in the development of law, he said. A year after the establishment of the Arbitration Council in 2003, Mr. Ing was also selected to be an arbitrator of the Arbitration Council, which he described as his great achievement in his life. Being an arbitrator with the AC was my long-held dream because I can help to improve our society and economy through resolving collective labour disputes for both employers and workers, he said. Arbitrator Ing Sothy is very committed to his work and plays an important role in the development of labour law and standards in Cambodia through the arbitral rulings he has rendered in more than 110 cases at the AC in 2012 alone, and Mr. Ing, has never rejected a request to sit on an arbitration panel. With the commitment he has shown to his role as an AC arbitrator, Mr. Ing is recognised by parties, especially employers as an experienced and expert arbitrator. I am very excited about having great support from the parties, especially employer representatives. This encourages me to work harder. The fact that Arbitrator Sothy is chosen from the Employer Arbitrator s list does not mean he favours employer representatives; he acts independently and resolve the dispute based on law and equity. As an AC arbitrator, you must always be independent in resolving labour disputes for the parties, regardless of which list you are on. It is your value and commitment as arbitrators of the Arbitration Council. Being an arbitrator is an honourable yet challenging profession as they must ensure that their rulings are based on law and equity. That s why they need self-esteem, confidence, affection and persistence to become a successful arbitrator. You should always tell yourself that you can do it, you can do it until you reach your goal, said Arbitrator Sothy. Never give up your dream. AC Newsletter October - December

8 Slideshow Ready to Increase Your Chance of Success at the AC T The ACF has completed preparation and presentation of The slideshow uses a combination its first video slideshow as cases at the Arbitration Council. of sound, music and logical images part of its effort to educate to make the content easy to both management and workers It is one of a number of slideshows understand. about their case preparation and presentation at the AC hearing. This 3-minute slideshow visually explains the basic techniques and the ACF will be producing to provide education on labour law and other useful matters concerning industrial relations and labour To view or download this slideshow, please visit the AC website at: principles techniques for effective dispute resolution. What s New? International Bestseller on Negotiation Set to Be Available in Khmer Getting to Yes: Negotiating Agreement Without Giving In (2nd and revised edition) will become available in Khmer in March 2013, under special arrangement between the Arbitration Council Foundation and Mifflin Harcourt Publishing Company. Since it was initially published 30 years ago, this international bestseller on negotiation has shaped a better way for millions of people to negotiate their disputes whether they are personal, professional, business or labour and employment related. One of the primary business texts of the modern era, it is based on the work of the Harvard Negotiation Project, a group that deals with all levels of negotiation and conflict resolution. Getting to Yes offers a proven, step-by-step strategy for coming to mutually acceptable agreements in every sort of conflict. Thoroughly updated and revised, it offers readers a straight-forward, universally applicable method for negotiating personal and professional disputes without getting angry or getting taken for a ride. You can book your copy now by contacting Ms. Soeung Sophea: ssoeung@arbitrationcouncil.org or (ext. 109). Continues from page 9 8 AC Newsletter October - December 2012

9 What s New?... Continues from page 8 Levi Strauss Foundation Provides Grant for ACF on MoU Monitoring Levi Strauss Foundation, a tion of industrial peace. helping to stabilise industrial relations global leader in Corporate within the textiles, garment and and Social Responsibility, The Garment Industry Memorandum footwear sector. In the MoU, the has provided a two-year grant of of Understanding (MoU) between signatories have prescribed an US$50,000 to the ACF. The grant the Garment Manufacturers additional role to the Arbitration will support the ACF s role in Association in Cambodia and Council Foundation in relation to facilitating the implementation of eight trade union federations and monitoring and reporting on the the Garment Industry MoU, to the benefit of garment industry workers and enterprises through the promo- confederations has been renewed for a period of two years until October The MoU is a key instrument implementation of the MoU. Practical Training on Labour Law Topics Are Approaching Completion Workplace relations become sophisticated as the economy and society grow. A practice that worked wonders ten years ago may not work now. The minimum wage for garment and footwear industry has increased from US$45 per month in 2000 to US$61 in It is therefore important to have available services tailored by the industry experts for the ever-changing landscape of your workplace relations. At the Arbitration Council Foundation, we have this vision of a just and economically vibrant Cambodia which is renowned for industrial peace. With this vision in mind, we have set out to support the AC to provide effective services for labour dispute resolution in which employers, employees and the public have confidence. Now the ACF working group is working so hard to bring you these certain services like labour advisory services, mediation of labour disputes, and practical training for improved workplace relations as soon as possible. These services will be done the end of the second quarter of AC Newsletter October - December

10 Keep Abreast of the Labour Law Knowledge of the Labour Law is required of human resources professionals, employers, trade union officials and community leaders who deal with labour and employment related issues. Labour law and regulations develop as the society and economy keep evolving. For example, do you know about the latest decisions concerning labour contracts, payment of wages and bonuses and paid leave? Whether you are an Human Resource professional, labour advocate, a law student, professor or researcher, it is important that you keep abreast of the developments in the labour law at the Arbitration Council. The Arbitration Council Foundation has published the following resources to help you do just that: Compilation of Arbitration Awards and Orders Volumes 1-11 & 16 (English) Compilation of Arbitration Awards and Orders Volumes 1-22 (Khmer) Compilation of Labour related Laws and Regulations 2011 (Khmer) Case Preparation and Presentation before the AC Now Available on DVD If you are looking for ways to learn effective case preparation and presentation before the Arbitration Council, the good news is that it is now available on DVD in Khmer with English and Chinese subtitles! The 27-minute edutaining video lets you visualise several All of these publications are available for sale in bookstores and the offices of the Arbitration Council. Your Purchase Supports the Platform for Peaceful Labour Dispute Resolution in Cambodia. 10 AC Newsletter October - December 2012 tactics in preparing and presenting your case effectively at the AC. It has a case study where a group of garment workers and their employers resolve their labour dispute at the AC, which will be a great guide to preparing your case before the Arbitration Council. Please contact Ms. Soeung Sophea, ACF Training Coordination Officer, now for your copy: ssoeung@arbitrationcouncil.org or (ext. 110). No. 72, Street 592 (corner of St. 327), Sangkat Boeung Kak II, Khan Tuol Kork, Phnom Penh, CAMBODIA Tel: Fax: info@arbitrationcouncil.org website: If you have any inquries about the AC Newsletter, please contact: Mr. Ly Sokheng Communications Officer Tel: H/P: sly@arbitrationcouncil.org