Global Frame Agreements

Recently, several agreements have gone beyond the recognition of ILO core labour standards by ensuring decent wages and working conditions and a safe environment. The renewed agreement signed in 2018 by Carrefour and UNI Global Union, which builds on previous agreements and contains new provisions on violence against women in the workplace. [6] Another example is the IFA subscribed by BNP Paribas and UNI Global Union in October 2018, which was « the first in the financial sector to have provided for paid provisions for parental leave and the first with guaranteed health, life and disability insurance ». [7] Dominique Michel: They do not replace direct negotiations between companies and workers at national or company level, they only provide a framework for these negotiations, so that these negotiations can take place constructively and with a minimum limit. This declaration contains recommendations on the desirable behaviour of enterprises with regard to employment, equal opportunities and treatment, qualifications, working conditions, health and safety at work and employment relations. Dominique Michel: Most framework agreements include follow-up mechanisms with trade union participation. These mechanisms include specific measures by management and employee representatives, such as the dissemination (and, where appropriate, translation) of the agreement at company level, or the development of joint training programmes. Some agreements provide for joint missions by the national trade union and the World Trade Union Confederation to monitor the implementation of the agreement on the ground. Most of them also contain mechanisms for the World Trade Union Confederation to raise a case if the company violates the terms of the agreement. There are no legal mechanisms for implementing AFIs at the global level. .

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