Global Framework Agreements Ilo

The Latin American Regional Framework Agreement adopted in 2001 by Chiquita, IUF and COLSIBA requires the parties to enter into a joint agreement on sexual harassment (annexed to the agreement) to work on training strategies and exchange best practices and to ensure that workers have access to information about their rights. The annex also refers to the ILO`s Code of Conduct for Health and Safety in Agriculture, which contains a model policy on sexual harassment (ILO, 2011d). The common understanding of sexual harassment was a point of entry for a project in Panama. To avoid sexual harassment, one of the goals is to ensure that more women hold leadership and supervisory positions on plantations, where the majority are currently men. Global framework agreements are the result of negotiations between multinational companies (MNEs) and global trade union organizations and can take the form of policies, codes of conduct and other voluntary initiatives. They are supported by a number of non-binding international instruments for commercial activities, such as the ILO`s tripartite declaration on multinational enterprises and social policy and OECD guidelines for multinational enterprises. Joint commitments between trade union organisations and global trade union organisations on sexual harassment Dominique Michel: Most framework agreements include monitoring mechanisms involving the participation of trade unions. These mechanisms include specific actions by management and workers` representatives, such as the dissemination (and, if necessary, translation) of the enterprise-wide agreement, or the development of joint training programmes. Some agreements provide for joint missions by the relevant national union and the World Trade Union Association to monitor the implementation of the agreement on the ground. Most of them also have mechanisms for the World Confederation of Trade Unions to deal with a case if the company violates the terms of the agreement. More recently, several agreements have been extended beyond the recognition of the ILO`s basic labour standards by ensuring decent wages and working conditions and a safe environment.

An example is the agreement signed in 2018 by Carrefour and Uni Global Union, which builds on previous agreements to introduce new provisions to combat violence against women in the workplace. [6] Another example is the IFA, which closed bnp Paribas and UNI Global Union in October 2018 and was “the first in the financial sector to plan paid parental leave and the first with guaranteed health, life and disability insurance.” [7] Sodexo, a French food services and establishment management company employing 425,000 people, participated with IUF in the development of measures to combat sexual harassment. In 2018, an annex was adopted in the form of a joint commitment, attached to the existing comprehensive framework agreement, which imposes a zero tolerance for sexual harassment on the company. The joint undertaking states that sexual harassment is an offence that could result in disciplinary action, including the dismissal of the company, and that Sodexo will train all employees in this policy and its responsibilities.