INTERNATIONAL FRAMEWORK AGREEMENT as a response to GLOBALISATION

First IFA was signed by IUF and Danone in An agreement between a Multinational or Transnational company and the trade unions of its workforce at global level with the purpose of ensuring fundamental workers rights within all of the countries the company operates. It requires the company gives unequivocal commitment to the adoption of the agreement across all of its operations. Can be a Rights agreement or a bargaining agreement The arrangement guarantees influence and the possibility of a mutually beneficial dialogue. The emphasis is on implementation of the agreement and thus can provide for tangible improvements.

The International Labour Organisation Core Labour Standards An agreement on an implementation process which includes trade unions and existing bodies of worker representation e.g. works councils An agreement by the company to extend the implementation to all the suppliers of the parent company

Freedom of Association Collective Bargaining Forced Labour Child Labour Equality of Opportunity and Treatment Tripartite Consultation Labour Administration Labour Inspection Employment Policy Employment Promotion Vocational Guidance and Training Employment Security Wages Working Time Occupational Safety and Health Social Security Social Policy Maternity Protection Migrant Workers Seafarers, Fishers and Dock workers Indigenous and Tribal Peoples (ILO)

FREEDOM OF ASSOCIATION Freedom of Association and Protection of the Right to Organize Convention, 1948 (No.87) Right to Organize and Collective Bargaining Convention, 1949 (No.98) (ILO)

THE ABOLITION OF FORCED LABOUR Forced Labour Convention, 1930 (No.29) Abolition of Forced Labour Convention, 1957 (No.105) (ILO)

EQUALITY Discrimination (Employment and Occupation) Convention, 1958 (No.111) Equal Remuneration Convention, 1951 (No.100) (ILO)

THE ELIMINATION OF CHILD LABOUR Minimum Age Convention, 1973 (No.138) Worst Forms of Child Labour Convention, 1999 (NO.182) (ILO)

Also included in the agreement may be clauses regarding Protection of workers representatives Wages Skills training Dispute resolution procedure Occupational Health and Safety Convention, 1981 (No. 155)

CODES OF CONDUCT Unilateral Initiatives Do not necessarily recognise all core labour standards Rarely covers suppliers Monitoring if any controlled by management Weak basis for labour- management dialogue IFA Negotiated between labour and corporate management Recognise all core labour standards Usually covers suppliers Unions involved in implementation Strong basis for dialogue between trade union and management (IMF)

To identify and remedy working and employment conditions that violate fundamental employee rights (IOL core standards) To promote the establishment of trade union structures within the various sites of operation and in the chain of suppliers To develop structures which will assist in information exchange To promote dialogue and negotiation between the representatives of management and the workforce To promote collective bargaining To build company based trade union networks at local, national, regional and global level To expand trade union organisation into previously unorganised/unrecognised areas of the supply chain

The United Nation Secretary General’s Global Compact brings together companies, UN agencies, labour and civil society to support the labour principles contained in the ILO Declaration on Fundamental Principles and Rights at Work. (ILO (2004)) It is a strategic policy initiative for businesses that are committed to aligning their operations and strategies with 10 universally accepted principles in the areas of human rights, labour, environment and anti-corruption.

1. Businesses should support and respect the protection of internationally proclaimed human rights. 2. Businesses should make sure they are not complicit in human rights abuses 3. Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining. 4. Businesses should uphold the elimination of all forms of forced and compulsory labour 5. Businesses should uphold the effective abolition of child labour. 6. Businesses should uphold the elimination of discrimination in respect of employment and occupation. 7. Businesses should support a precautionary approach to environmental challenges 8. Businesses should undertake initiatives to promote greater environmental responsibility 9. Businesses should encourage the development and diffusion of environmentally friendly technologies 10. Businesses should work against corruption in all its forms, including extortion and bribery.

A complete list of all the company sites should be compiled – preferably prior to signing the agreement and should include Location Type of operation Ownership Number of employees Trade Unions involved Name of contacts This may prove difficult for the suppliers and contractors but is essential that once the agreement is signed that contacts are named and responsibilities delegated. There should be a direct line of contact from local representative through to the Global Union Federation

Employees must be aware of the agreement This will require multilingual literature and in some areas direct contact For active implementation (and monitoring) employees and their representatives must be aware of when and how they can benefit It is equally important that each level of management are aware of the agreement and its implications Combined training of management and representatives on how the agreement will operate is useful

Performed in conjunction with the trade union affiliates Management controlled monitoring even if independent may not necessarily be unbiased. Monitoring must be continuous with non-compliance reported immediately in order to maintain the integrity and relevance of the agreement. The company should meet annually with the Global Union Federation to discuss the application of the agreement in the light of compliance/non-compliance.

An ongoing lack of internationally binding rules The agreements are voluntary and not binding by any international courts however failure to respect the agreement can result in worker campaigns bringing negative media coverage of the company. It is necessary for this reason for the agreement to rest on a bedrock of international solidarity

The institution of a complaint/dispute resolution system. Build up company based trade union networks at national, regional and global level. The development and expansion of dialogue between company and worker representation at local, national and global level – IFAs can lead to collective bargaining by persuading local management to recognise the trade union as a legitimate representative of the employees and as a partner for collective wage bargaining.

Amicus Viewed 06/11/08 ILO rds/Subjects/ Viewed 06/11/08 rds/Subjects/ ILO (2004) A Fair Globalisation: Creating Opportunities for All (Geneva),pp , Annex IMF Viewed 03//11/08) Stefan Rub, (July, 200) (July, 2006) Guidelines for Implementing and Monitoring an International Framework Agreement, IG Metall, International/Europe Department, Frankfurt GLOBAL COMPACT nciple10.html