If the common agreement concluded is not respected by one of the parties, the injured party may propose enforcement to the liaison court of the district court of the domicile where the joint agreement is registered in order to obtain a finding of enforcement. If the applicant`s domicile is not within the jurisdiction of the district court where the joint agreement was registered, the plaintiff may propose the enforcement by the labour relations court of the district court of the plaintiff`s domicile, which is transmitted to the labour relations court of the district court competent for enforcement. The 2016-2018 collective agreement between the Brazilian Association of Employees in the Financial Sector (CONTRAF-CUT) and the National Banking Federation (Fenaban) provides for voluntary compliance with the Protocol for the Prevention of Conflicts at Work (Contraf-CUT and Febraban, 2016-2018, section 56). This protocol contains provisions to prevent conflicts in the workplace, including harassment. It requires the establishment of internal complaint mechanisms within the workplace (Contraf-CUT and Febraban, undated) Section 2.a) and provides for the possibility of filing complaints with the union which it will then submit to the bank (Contraf-CUT and Febraban, undated, section 4.a). Collective Agreement on Sexual Harassment in Wood Processing in Italy (CCNL Legno Industria, 2015) Social dialogue is also essential in global supply chains, where effective forms of supply chain management can combat sexual harassment of workers, superiors and managers (ILO, 2016a). In this context, social dialogue contributes to the improvement of productivity and promotes the safety of working practices, respect for workers` rights and the improvement of working organisation and conditions. The Better Work Programme is a cooperation between the ILO and the International Finance Corporation (IFC), which works at all levels of the garment industry to improve working conditions and respect for the labour rights of garment workers. Throughout the programme`s action, social dialogue has proved to be extremely important.
An increased presence of women`s representatives and the organization of fair elections for the positions of workers` representatives allow women to better express their interests in the workplace. Following Better Work`s intervention, such as prevention training, surveys of more than 15,000 textile workers and 2,000 factory managers in Haiti, Indonesia, Jordan, Nicaragua and Vietnam show that women workers generally earn higher wages and report fewer concerns about sexual harassment (ILO and IFC, undated). There has been an active call to combat gender-based violence in the Italian timber sector, where 30% of female workers represent 30% of the working population (ETUC, 2017a, p. 10). The 2015 collective agreement between Federazione Nazionale Lavoratori Edili Affini e del Legno – Unione Italiana del Lavoro (FENEALUIL), Federazione Italiana Costruzioni e Affini – Confederazione Italiana del Sindicati Lavoratori (FILCA-CISL), Federazione Italiana dei Lavoratori del Legno, de la Construction, des industries similaires et extractives – Confederazione Generale Italiana del Lavoro (FILLEA-CGIL) et FederlegnoArredo (FLA) est un accord novateur sur le harcèlement sexuel. . . .