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• W4379617339 abstract "FOCUS □ GLOBALFRAMEWORK AGREEMENTS Global Agreements and Protect, Respect, Remedy International ber Framework and have Agreements Framework evolved have considerably Agreements expanded or in in Global recent numInternational Framework Agreements haveexpanded innumberand have evolvedconsiderably in recent decades.Too often, theyhavebeen examinedin isolation from thelarger picture ofmultinational enterprises, notonlyconcerning otherforms of socialdialogueand tradeunionorganising, bargaining , andcampaigning priorities, butalsowith respect to thelegal,economic,competitive, and political environment inwhichthey function, and therapidchangesinthewaythat they havebeen organising their business. To understand thevalue as well as thelimits ofGlobalAgreements, itis useful toputtheminbroader perspective. Protect,Respect, Remedy The Protect, Respect, Remedy Framework developed by theSpecial Representative of the UN Secretary-General on BusinessandHumanRights John Ruggie, is a very useful reference forglobal agreements. Unlike CSRindustry hype, itdoesnot overlook,butunderlines, therole oftheState. Globalagreements arealsorelevant totheresponsibilities of companiesto respectinternational human rights standards, including labour standards and to exerciseduediligence concerning their impact on humanrights. And,theycan helpprovide remedy. Statedutiesto protect and companyresponsibilities to respectare bothlinkedand separate. Governments have an obligation to protect, but poorlawsand/or governance are notan excuse forcorporate violation ofnationallaws or international standards. And,theexpectations ofbusiness are based on universal humanrights standardsandnoton vague,corporate assurances or self-definition ofinternational standards. There aremany countries that haveadopted laws in conformity withinternational standards. The enabling rights offreedom ofassociation, theright toorganise andtheright tocollective bargaining, often calledtrade unionrights, arebestrespected bycompaniesin countries thathave ratified conventions 87 and98 andappliedthem, includingthrough effective enforcement. Thereareother countries wheretradeunionsareillegalorwhere governments imposea single unionstructure orin other keywayslegislate andactagainst therespect ofthehumanrights ofworkers. And,thereis a third category ofcountries, whereregardless of whether lawsandenforcement areadequate, there areno barriers to companiesfully respecting the rights ofworkers. Two countries, in particular, wheredifficulties exist for therespect ofglobalagreements areChina andtheUnited States. Whileone couldarguethat Chinese labourlawsarea barrier tofull respect of trade unionrights, theUS fits intothat third categoryofcountries wheretheStatedoes noteffectively force companies torespect trade unionrights, butwhereno obstaclesprevent companiesfrom doingso ifthey wish. Thecombination oftheweaknessofUS labour lawsandpoorenforcement hascontributed tocreatea climate andculture ofcorporate lawlessness on a massive scale.Thatdoes notmeanthat globalagreements havenotbeenabletoresolve a numberofproblems intheUS,butonly that ithasoften beena difficult andlongprocess, andnotallproblemshaveyetbeenresolved . Evenwhencompanies aredetermined toimplementtheir agreements, theyoften faceUS managers whoprofess toseenocontradiction between freedom ofassociation andanti-union campaigns. Globalagreement languagehas evolvedbecause of the hostile US environmentand deeply entrenched union-busting withprovisions inseveralagreements thatprovidegreater detailas to employer conduct inbasicfreedom ofassociation instances. Oneexample ofsuchmoredetailed provisionsis intheagreement betweenISS andUNI, whichcallsforunaccompanied unionaccess to workers and thepossibility ofmeetings, a positive attitude bythecompanyon unionorganising ,andrecognition oftheunionusing themost expeditious processpermitted underlaw and/or collective bargaining agreements. Someagreements havealso calledforcommitmentsto engageincollective bargaining. Thisis important, in part,because, unlikefreedomof associationwheretherespectoftheright only requires theemployer todo nothing toinfluence thedecisionofworkers as towhether theywish tobe represented, theright tocollective bargainingrequirestheemployer to sitdown and bargainor itceases to be a right. One exampleof suchlanguage iscontained intheGDFSUEZagreementwithBWI ,ICEM,and PSI. Itindicates that theparties to theagreement will,promote and encourage positive andconstructive industrial relationsinsideall GDF SUEZ companiesand their businesspartners. Globalagreements canleadtosolutions ofsome specific problems in theUS in a limited number ofcompanies, buttheycannotsubstitute forthe failure ofthegovernment to protect thehuman rights ofworkers. In themidstofa viciousand deceptivecampaignagainsta modestattempt to reform USlabour lawsin2009-theEmployee Free ChoiceAct-foreign-based multinationals, includingsomewithframework agreements, remained inemployer associations that wereconducting that campaign, including theUSChamber ofCommerce. Theywere,therefore, complicit in thepreservationofhumanrights violations. Somearguedthat tobreakwith their UScounterparts wouldbe foreign interference inUS affairs. The Ruggie Frameworkwas used as a basis of the new Human Rightschapterof the 2011 update ofthe OECD Guidelinesfor Multinational Enterprises JIM BAKER IsCo-ordlnator of the Council off Global Unions Page 7Volume 18Issue 2201 1 INTERNATIONAL union right« FOCUS □ GLOBALFRAMEWORK AGREEMENTS As softlaw instruments become more linkedand coherentand as due diligence becomes more common inthe social area, the natureand roleof voluntary global agreements may change US companies, on theother hand,havehadno similar compunction aboutinterference whenthey haveopposedpositive changes inlabourlawelsewherein theworld,including in suchplaces as China,Georgia, andRomania. Onduediligence, theRuggie Guiding Principles state,Inordertoidentify, prevent and mitigate adverse humanrights impacts, and toaccount for their performance, business enterprises should carry outhumanrights duediligence. The process should include assessing actualandpotential humanrights impacts, integrating and actinguponthe findings, and tracking as wellas communicating their performance . Often, whenthere is good communicationbetweena company and a GUF,theGUF providesan independent sourceofinformation aboutwhatishappening insidethecompany and, tosomeextent, with business partners. Iftherelationship functions well,itcanbe animportant contributor tocarrying outdue diligence. Remedy appliesto stateand non-state actors whenthere areabuses.Itincludes grievance mechanisms . Globalagreements are,infact, largely used to resolveproblems and comfortably fitintothe Ruggie Framework. However..." @default.
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• W4379617339 date "2011-01-01" @default.
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• W4379617339 title "Global Agreements and Protect, Respect, Remedy" @default.
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