Dominique Michel: They do not replace direct negotiations between companies and employees at the national level or at the company level, they only provide a framework for these negotiations, so that these negotiations can take place constructively and with a minimum limit. The Regional Framework Agreement on Latin American Action, adopted in 2001 by Chiquita, the IUF and Colsiba, commits the parties to a joint agreement on sexual harassment (annexed to the agreement), to work on training strategies and exchange best practices, and to ensure workers` access to information about their rights. The annex also refers to the ILO Code of Conduct on Safety and Health in Agriculture, which contains a model policy against sexual harassment (ILO, 2011d). The joint agreement on sexual harassment was an entry point for a project in Panama. To prevent sexual harassment, one of the goals is to ensure that there are more female workers in supervisory and managerial positions on plantations, where the majority are currently men. The term “International Framework Agreement” is used to distinguish negotiated agreements from the type of voluntary codes of conduct that companies adopt unilaterally to demonstrate their commitment to corporate social responsibility. Therefore, the negotiation of IFCs can be seen as the beginning of collective bargaining at the level of transnational corporations. GIFs therefore see CDAs as an opportunity to involve companies` business activities in a private standardization process in order to improve conditions for workers and unions around the world. In fact, several NFGs have developed their own guidelines to encourage the negotiation and implementation of IFCs, such as.B. IndustriALL Guidelines for GGAs. [4] Dominique Michel: As a recent development in the field of industrial relations, international framework agreements are an interesting subject for the ILO. The Director-General of the ILO witnessed the signing of some of them, such as Chiquita. Several ILO departments (Social Dialogue Sector, Institute for Labour Studies, Offices for Employers` and Employees` Activities and The Programme for Multinational Enterprises) monitor and analyse these developments.

The ILO Tripartite Declaration on Multinational Enterprises and Social Policy is a useful point of reference for enterprises considering the content of these agreements. This declaration makes recommendations on the desirable behaviour of enterprises in the areas of employment, equal opportunities and treatment, qualifications, working conditions, occupational safety and health and industrial relations. In order to achieve impact, it is important to make arrangements for the implementation of an AFI and for its effective monitoring. The European Trade Union Confederation and BusinessEurope recognise that there may be difficulties for actors to take responsibility for the agreement at local level. .