Recognition Agreement

The Recognition Agreement is a document, which defines the relationship between employers and employee, and gives rights and privileges to each party. The signing of this document leads to Collective Bargaining Agreements (CBA’s).

The document is in recognition of ILO convention number 111, which provides guidance to social policy on employment. This ILO document calls for:

  • All parties to avoid discrimination based on race, gender etc
  • All parties agree to end strikes/ lockouts as a means to settle disputes
  • Employees not to intimidate employers
  • No press statements to be issued before an issue is settled
  • Managers should no be intimidated by union in performance of their work
  • No closed shop trade unionism-where workers are forced to become members of a particular union
  • Hit lists are prohibited and work council recognized
  • Subsidiaries of multi-nationals to be bound by regulations of the local country.

Components of a Recognition Agreement

  • Recognition Agreement must define confidential staff those handling confidential corporate matters
  • After elections unions must notify employers of the elected officials at National and Branch levels and accord these officials proper credentials
  • Employers are bound to negotiate only with accredited union officials
  • Recognition Agreements must state that no employee will be forced to join a particular union and neither should the employer punish employees for joining a union.
  • Employers will reserve the right to manage in certain matters
  • Union activities must be conducted outside working hours unless with permission from the employer

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