Company
CIRSA
Date of signature
29 February 2024
Signatories
CIRSA Executive President, Uni Global Union General Secretary
Key objectives
“ CIRSA and UNI wish to strengthen their mutual dialogue on and commitment to fundamental human, trade union and environmental rights, in particular as regards the right to freedom of association and collective bargaining, in order to support, through their mutual co-operation, the pursuit of sustainable growth in the activities of CIRSA, social responsibility as well as good and dignified working conditions for workers”.
Duration
“This Agreement shall become effective from the date of signing and shall have an initial duration of two (2) years. Once that period has elapsed, the agreement shall be renewed for successive periods of one (1) year, with a joint review every year, unless a party gives written notice of termination to the other party three (3) months prior to the expiration date of the Agreement.”
Implementation and dissemination
"CIRSA and UNI shall be responsible for the administration and implementation of this Agreement under the terms provided for therein. Appropriate language versions of this Agreement will be made available by CIRSA throughout the company. UNI will take steps to ensure that affiliated unions are informed about the content of this Agreement through its annual global meetings, web page and communications concerning country-specific organizing campaigns. UNI will urge all its affiliates to work within the spirit of this Agreement, including the implementation of local agreements entered into pursuant to this Agreement.”
“In terms of due diligence, UNI and CIRSA will work together on the mapping of risks, envisaging concrete measures to prevent or remedy risks, as appropriate, and determining the necessary resources to implement them, individually, when fundamental rights are violated and there is an environmental impact on the context where the company operates.”
“CIRSA will communicate these commitments to workers in the local operations."
Review and monitoring
"The parties agree that a monitoring committee shall be established. It will be responsible for the implementation of the agreement and shall meet once a year (at the annual general meeting) in person or online to discuss progress made regarding the Agreement and its implementation. This committee will be composed of 2 CIRSA representatives and 2 UNI representatives.
At the annual general meeting UNI and CIRSA also agree to discussing certain issues (e.g. trade union rights and their enforcement, health and safety, elimination of harassment and violence, training) with a view to establishing initiatives to promote the very best standards and practices in every business in which the company participates. UNI and CIRSA shall appoint a contact person who shall be responsible for the practical arrangements of the meetings.
Dispute settlement and sanctions
"In the event of a dispute arising regarding the interpretation or application of this agreement, the following procedures will apply:
- A complaint filed by a recognised union should first be raised with the relevant local management in CIRSA.
- If the complaint is not resolved with local management, it may be referred to the country manager by the appropriate trade union if it has been recognised, or to UNI if union recognition is yet to be established.
- If still unresolved, the complaint will be referred to the agreed UNI representatives who will raise the matter with the CIRSA appointee.
- Where there is no recognised union, CIRSA workers may raise a complaint relating to rights under this agreement directly with UNI, which may raise it directly with the CIRSA appointee.
- The CIRSA appointee will raise these with the relevant designated member of management who will ensure the appropriate investigation is carried out to determine the extent of the facts and apply corrective measures as appropriate.
- Disputes that cannot be resolved in this way, or which relate directly to the terms of this agreement should be referred to the Review Meeting for discussion and resolution.
If the parties are unable to resolve a dispute concerning the application of this agreement after discussion at the Review Meeting, the matter may be referred by mutual agreement to a neutral mediator to find a mediated solution. If the corresponding dispute has not been resolved through mediation or the parties have not agreed to resolve the issue through mediation, they shall have recourse to the dispute settlement procedure provided for in the national legislation in force and under the terms provided for therein. Without prejudice to the foregoing, the parties may, by mutual agreement, seek a final and binding resolution by arbitration in accordance with the International Labour Arbitration and Conciliation Rules (“ILAC Rules”).
For further clarity, the dispute resolution procedure set out above shall not apply to disputes which – directly or indirectly - relate to, affect, or involve any collective bargaining agreement and/or any other local agreement or regulation. Such disputes shall be settled in accordance with the dispute resolution procedures set out in the relevant collective bargaining agreements and/or local agreements.”
Main topics
Fundamental labour rights, trade union rights, teleworking, sexual harassment and violence in the workplace