If the two-party negotiation fails, one or both parties can make a written submission on the dispute and send it to the authorized institution responsible for the labour case by adding evidence to prove that the settlement was negotiated in two parts. If the evidence is not attached, the petition is referred to the applicant to be completed within seven (seven) business days from the date the applicant receives the documents. After receipt of registration by one or both parties, the authorized labour institution is required to offer the parties to decide whether the transaction is made by conciliation, mediation or arbitration. If the parties do not choose the options, the authorized institution, competent in the field of work, delegates the settlement of disputes to a mediator within 7 (seven) working days. The implementation of the framework agreement was presented in 2011 by European social partners in a formal report (BusinessEurope, CES, CEEP and UEAPME, 2011), which shows that the agreement has resulted in the adoption of national and sectoral agreements as well as legislation to protect workers from violence and harassment, including sexual harassment. For example, if bi-German negotiations result in an agreement, the two sides reach a joint agreement signed by the parties. The joint agreement is binding and must be respected by the parties. The joint agreement is registered by the parties of the labour tribunal in the district court of the home of the parties who entered into the agreement. The registered joint agreement is granted with proof of the registration of the common agreement and has become an integral part of the common agreement.
[1] The Republic of Uganda`s collective agreement between the signatories of the Uganda Flower Exporters Association and the Uganda Horticultural and Allied Workers Union is available at africapay.org/uganda/labour-laws/collective-agreements-database/the-republic-of-uganda-collective-bargaining-agreement-between-signatory-members-of-uganda-flower-exporters-association-and-uganda-horticultural-and-allied-workers-union-uhawu. For more information, see the ITC-ILO (online) « Poor sexual harassment in horticulture through social dialogue in Uganda »: gbv.itcilo.org/index.php/case_study/show/id/27.html bipartisan social dialogue between employers and workers can be achieved through formal or informal dialogue, and its results range from practical solutions at work to formal collective agreements. Collective bargaining can take place at the national, sectoral or professional level. Where the rate of unionization is low, or where there is an end to hostility or retaliation against trade union activities (ITUC, 2017b), informal dialogue has proven to be an effective way to solve some employment problems (Morris and Pillinger, 2018). The European Framework Agreement was signed in 2007 by European social partners, including BusinessEurope, the European Centre for Employers and Businesses (CEEP), the European Crafts Union, Small and Medium-sized Enterprises (UEAPME) and the European Trade Union Confederation (ETUC). He acknowledges that « different forms of harassment and violence… may be physical, psychological and/or sexual » and that violence and harassment « can potentially affect any workplace and worker, regardless of the size of the company, the field of activity or the form of the employment contract or relationship. » These include violence and harassment that occur « between colleagues, between superiors and subordinates, or by third parties such as clients, clients, patients or students. » The agreement also provides employers, workers and their representatives with « a framework for action to identify, prevent and manage workplace harassment and violence. » He has been actively called upon to address gender-based violence in Italy`s wood processing sector, where workers make up 30% of the workforce (CES, 2017a, p.10).